1st Draft of Report

8/8/2019 1st Draft of Report

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Haleeb Foods Limited:

Chaudhry Dairies Limited was incorporated in 09 April 1984 and started commercial productionin July 1987. The company has changed its name to Haleeb Foods Limited in 2004.

The company operates two production facilities at Bhaipheru and Rehim Yar Khan. Initially itstarted with a small market share in liquid milk category, but due to consistently superior

performance and high quality standards, it has tapped 40% share in liquid packaged milk category.

Haleeb Foods is the only company in Pakistan that has the following international certificationsof quality and prestige:

y HACCP ( in process controls for safer products)y ISO 9002 ( Better quality for greater customer satisfaction)y

ISO 14000 ( For environment friendly operations)Haleeb Foods is committed to satisfy its consumers with wholesome and healthy food products

of the highest international standards.

The Brand Portfolio of Haleeb includes Haleeb, Candia, Tropico which follows a chain of products like Haleeb milk, Candia milk, Tropico juices, Haleeb Teamax, Haleeb Goodday andCandia Candy Up.

The company claims to be one of the very few local corporate which are truly following themodel adopted by globally successfully corporations, with distinct roles for shareholders and the

management teams.

Haleeb Foods believes in bringing innovative ideas and play a model role that follows IslamicValues. It has one of the largest nation-wide distribution networks delivering high quality

products, even in the remote areas of Pakistan.

The company believes in using leading edge processing and packaging technologies to meetconsumer expectations of hygienic and high quality food products. From the beginning, itremains sensitive to the specific needs of consumers.

The company continues its focus on a long-term view of the business, quality consciousness andefficiency through innovation and renovation in all areas of operations.

Haleeb Foods is also serving several export markets including South Korea, Bangladesh,Afghanistan and Central Asian States.


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We are committed to :

1. Bu ild branded food b us ine ss to improve q u ality of life by offering ta s ty, sage,hygienically proce ss ed, affordable, highly n u tritional food prod u ct s thro u ghenvironment friendly proce ss es to o u r c us tomer s while maximizing s take holder s' val u e.

2. Meet the req u irement of all relevant legi s lation and reg u lation related tocon su mer sati s faction & s afety, environment and other applicable law s etc.

3. To prevent poll u tion thro u gh controlling level s of harmf u l emi ss ion, effl u ent s andother wa s te s .

4. Contrib u te to s afe and healthy environment for o u r co u ntry.

5. Promote m u tu al tr us t with c us tomer s , su pplier s , employee s , shareholder s andcomm u nity.

6. Provide all the nece ss ary re sou rce s for the contin u al improvement in q u ality,safety of o u r prod u ct s , proce ss es and environment

Mo s t Innovative and fa s te s t growing food companyoffering prod u ct s enjoyed in "every home everyday"

y E nterpri s e y E mpowerment y A cco u ntability y Tr us t y Teamwork


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Human Resource Department in Haleeb Foods:

Like every well structured organization, Haleeb Foods has also well developed departments

including Production, Marketing, Human Resource, Finance and accounts, Research anddevelopment, Sales and administration.

The ultimate success of a company lies in HR department. The role of HR is of primaryimportant in a company.

Haleeb Foods has very extensive HR department with standard HR policies, updated documentsand dedicated and qualified staff.

Mr. Asif Habib is the Director of the Human Resource department, Mr. Salman Nawazish is theManager in this department and Miss Shakeela Qureshi is the assistant manager. They strive to

achieve organizational goals and goals of the employees through effective personnel programs, policies and procedures.

This department is mainly responsible for:

Recruitment and selection:

y Vacant position is advertisedy Department Coordinator receives CVs and documentsy Short listed candidates are interviewed by panel of: Director HR

Managers of different departments

Formulating trainings and Development programs:

y E very Department has its own training programy On job trainingy W orkshops

Job description:

y Nature of the joby Rules and regulations of the joby Salaries


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y Attendance

Performance Appraisals and Feedback:

The HR department evaluates the performance of the employees through its specific forms andwhen it is measured, training programs or promotions are decided.

E mployees benefits:

y E arned Leaves 44 days in a year with leave fare assistance (LFA) that is 10% of

basic salary.y

Gratuity Fund Provide at the time of resign. It is calculated by:

No of years employees worked * Salaryy E PF

E mployees provident fund Deduction of 10% of basic salary every month and 10% company

contributes It can be withdrawal with in employment period

W elfare facilities:

In addition to these functions, HR also provides welfare facilities for the employees. Such as:

y E OBI ( employee old age benefit institution)y Social security like medical treatment and insurancey E mployee safety issues like first Aid treatment etc


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Internship in Human Resource Department of Haleeb Foods:

I got the opportunity of internship in Haleeb Foods. My concerned department was HumanResource Department. The duration of internship was 6 weeks, starting from June 15 th to July27 th.

1st I would like to share something that I have observed in that organization then I will explainmy project work that I have done in six weeks.

Haleeb Family:

I heard about the Haleeb Family but during my internship I really feel that concept prevailingin this company. They spent their live as they spend with their family members.

Miss shakeela Qureshi, the assistant manager, has all the records of the employees as well asinternees. She is very caring and tries to inform the every department that whose birthday is onwhat date and they arrange a small birthday party and also arrange a gift. During my internship,this Haleeb Family arranged the birthday party of an Internee and HR Director, Asif Habib. For me its really a pleasant experience that how they share their lives.

Haleeb Commitment:

Now a day Haleebs financial position is not good but what it has committed must be fulfilled. Itis the commitment that Haleeb Foods arranges the wedding gift, worth RS.5000 on the marriageceremony of its employees.

Directors and workers are served by the same meal. There is no difference in their lunch. Theyare committed in E qual treatment and they follow it.

Safety:

Haleeb foods is very conscious about the health and safety of its employees. In the month of July, The HR arranged the Vaccination program for all employees of the Haleeb Foods. Doctorscollected the blood samples of all employees and sent the report to HR. Then with the help of Doctors, they arranged the vaccine for required person. Haleeb foods handled the wholeexpenditures of this program.


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Good Intention:

Mr. Salman Nawazish, the HR Manager, is very committed to his job as well as for the benefits

of the company. He gave me an Assignment. His intention was to save electricity. He asked methat what should be the ways to remind everyone in the company to shut down lights, Air Conditioners before leaving the department. I thought this may be possible with the help of ITdepartment of Haleeb Foods. The IT department may prepare a attractive wallpaper which showsthis message and set it as default wallpaper on all the computers of all department. But it mayimplement only for those person who has separate cabin. The main problem is that manyemployees work in a single department and all employees cannot go outside the department atthe same time.

An Incident:

Unfortunately Mr. Salman Nawazish had fracture in his right foot. That was too much severe thathe had operation of his foot.

The surprising thing for me was that he came back office after one week of that incident. Heeven did not leave his duties for a single day. He performed his job even when he was in hospitalthrough cell phones and mails.

I really admit that the employees of the Haleeb Foods are very honest, hardworking andcommitted to their work. They respect each other and believe in E mployer Brand. In the

Newsletter 2010; they gave tribute to the oldest employee Mr. Shahid Ahmed Qureshi. Itrequires 100 pages to express the internal environment of the company, its culture, itsmanagement and the most important the struggle of the People for this company.


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Project Based W ork:

In my internship duration, HR was working on the performance evaluation and appraisals. My

assigned duty was to work on the two projects. That was 360 degree Feedback form andperformance and Development Review form. I was involved in whole process of thisevaluation.

360 Degree Feedback Form: (B E HAVIORAL E VALUATION)

y 360 Degree Feedback form is also called Multi-source or Multi-rater assessment.y It is full circle review of a persons performance on the job. Instead of evaluation of the

duties of employees, this form is constructed for the evaluation of the behavior.y 360 Degree Feedback Form is highly confidential process. Only HR manager and

assistant manager are involved in evaluations of the result and present anonymous resultto the Directors.

y This is valid for managerial levely It is not only filled by a single person, Colleagues, subordinates and managers are

involved in the evaluation process.y Applying their individual observations and experience, everyone involved brings

different perspectives to the assessment.y By this process management and employees receive a complete performance review of an

employee which can go a long way to his future success.y This form is used to sharp the skills of the employees, tell them their positive and weak

points which ultimately increase the productivity in workplace and company enjoys moresuccess.

y This form includes rating from N ( not observed) to 10 ( E xceptional skill)y Through this form, participants get a fairer, well-rounded impression of how their work is

viewed by others.y The organization can develop appropriate skills to consistently reflect company values.

Continuous progress can be achieved through periodic reevaluation using the 360 DegreeSystem.

E valuation Process:

Miss Shakeela, an assistant manager, and I are responsible for this evaluation process. Therewere almost 300 employees to whom we were supposed to fill the feedback form. Meetings werearranged in which 20 to 30 employees were called and they filled their form in that meeting.


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E ach person was supposed to fill 10 forms, each form for an employee. In this way that persongave his/her view about the behavior of his/her colleagues, subordinates, managers.

E mployees gave the views of others about the behavioral competencies in the areas of:

Customer Services Resource Management

Business and Individual Skills Leadership Traits Teamwork Drives for Result Professional and Technical Knowledge

W hen all forms are filled, I entered the numeric data in E xcel sheet and it gave result in the formof flow charts which shows that at what percentage a person lies in the mind of others. The

results from all of the surveys were compiled in a confidential feedback report.E

ven a persondoes not know that who is going to give feedback on him.

W hen the feedback report compiled, all filled forms were trashed with paper crusher because of the confidentiality.

The report presents a balanced picture of perception about a persons skills. This report isanonymous and share with the Directors.

At the end, the supervisors discuss the complete feedback with the employee in a veryconstructive manner to keep participants use the information from the feedback report to

establish goals and ongoing action plans, aimed at better utilizing their strong points andimproving their skills.


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Performance and Development Review: (PDR Forms)

y PDR Forms are the evaluation forms of the actual performance of the employees of

Haleeb Foods.y E very year Haleeb Foods conducts a formal performance and development review of all

the employees who are confirmed.y E very employee has to go through this evaluation process because this process is

extremely important to provide constructive feedback to employees at all levels.y Performance and Development Review is used in conjunction with ongoing Performance

evaluation System to determine employees for further promotions, special projects andother opportunities.

y The main objectives of this PDR Forms are:

It includes in MBO Provide general feedback on critical competencies driving the

performance for the past year Generate consistent information across the organization for the

purpose of making compensation, promotion and job enhancementdecision.

E stablish objectives for employee objectives and potentialdevelopment for the following year.

y PDR Form evaluates the capabilities of the employees in the following dimensions:

Analyticalo Assesses the capabilities of an individual to

identify and evaluate key elements of a problemand to recommend optimal problem resolutionsolutions or strategies.

Judgmento Assesses the individuals capabilities to use best

judgment at all times with organizational interestas the prime focus.

Innovative Ability


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o Assesses the individuals capacity to effectivelymanage unique situations with the ability of think out of the box.

Acceptance of Responsibility

o This dimension reflects an individuals capacityto assume responsibility for him/her, for theexpected results, for the colleagues and theorganization.

Drive and Determination

o Reflects the commitment to a cause and purpose

driven action.

Job Knowledge

o Assesses the level of the job knowledge andunderstanding within the context of their department as well as the organization.

Management of Staff

o Assesses employees ability to organize andinspire staff to give in their best.

Flexibilityo Assesses the adaptability of individuals to

changing circumstances and capability toembrace change and capitalize on opportunitiesoffered by change.

Personal Relationship

o Sound and well developed interpersonal skills, both personal and professional, are a crucialcompetency which enables organizationalstability and elasticity.


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Quantity of Output

o Assesses productivity and efficiency

Organization and Planning

o This dimension assesses employees on their timemanagement and planning skills. Faithfulness toscheduled work hours and other time dependentactivities (meeting, projects) are dependent onindividuals capacity to organize and plan.

E valuation Process:

y The employee himself/ herself fill the PDR Form in which he/ she

W rite down major objectives given to the employee andachievements done by him/her.

Define next year objectives that supervisor expects from theemployee.

y The employee will receive the score on his PDR Form based on the scale which include:

E xceptional Superior Good Development Probation

y The employee also mentions his special talents, skills and strength and most significant job-related competencies.

y W hen employee fills the form, his immediate supervisor identifies the developmentalneeds of the employee

y The supervisor identifies the career interest beyond the current assignment of theemployee and writes action plan to achieve the set objectives.

y After the form filled and supervisor gave his grade, the employee also signed the PDR Form.


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y After the sign of employee and supervisor, the form submits to head of the concernedDepartment.

y The department head review the evaluation forms of all employees of that departmentand make recommendations if required. He can also change the grade that is given bysupervisor.

y The complete evaluation forms forward to Human Resource Department.y The HR department will endorse the recommendation and development plans from the

supervisors and their department heads and will place the forms in the employees personal file.

y Based on recommendations and development plans for employees, HR will formulatestrategy to initiate appropriation programs and opportunities that will contribute tocontinuous development of employees.

In last week of my internship, PDR evaluation process started. I did not work on the initiation of recommendation and development plans. I observed the preparation of the PDR Forms by theemployees.

It is highly confidential, thats why miss did not share with all. I helped her to enter evaluatedresults and verified from previous PDR Form of the employee.

If an employee has continuous improvement, the HR department includes him/her in the promotion procedure. In this way promotions are evaluated.

Recommendation and Conclusion:

I have done internship six weeks and I feel this is very short period to learn some practicalaspects of the company. E ven my supervisor says that learning process is very slow in

internships.

But from my learning period, I want to conclude that Haleeb Foods is best in employeesatisfaction and retention. Haleeb Foods has excellent culture but it should emphasize on itsinterdepartmental relationship.

Haleeb Foods does not emphasize on training. It should emphasize on training programs. In 360degree feedback form, many managers suggest different training for different employees, which


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may include on job training, technical training for plant employees, goal achievement training,shared responsibility training, management training and organizational development training.

Another recommendation is related with the loan approval. Haleeb Foods now a day is not goodin financial position but still it approves the loan/ funds for some specific employees. The loan

should be available either for every needy person or banned for everyone.

In the end I must say my experience in Haleeb Food was quite challenging and very informative.Challenging in this sense that I had to travel in locals in summer and traveling in local is quitehectic but again this challenge built confident to travel alone in anywhere.

Informative in this sense that I came to know how actually an organization works. It not lookslike bookish world. E very day has new thing, new work on job. No one can be perfect in his/her work. If you rotate your work then you will be in position to learn otherwise you cannot learn.

In 1 st week of my internship was like do same thing like photo copy, deliver messages to other departments. But I must say this was also a part of my learning, it helped me to know other

people and knowhow of the work of other departments.

Documents

1st Draft of Report