2014

RECRUITMENT
PROBLEMS AT ENGRO
POLYMER
HUMAN RESOURCE MANAGEMENT
SECTION: D
ABDUL RAFAY KHAN
YOUSAF MOHAJIR

SUBMITTED TO: SIR SHIRAZ AHMED
INTRODUCTION

Engro Polymer & Chemicals Limited (EPCL) is the only fully integrated Chlor-Vinyl chemical
complex in Pakistan. It is a subsidiary of Engro Corporation, involved in the manufacturing,
marketing and distribution of quality Chlor-Vinyl allied products and PVC under brand name
SABZ.
EPCL strongly endorses its triple bottom line philosophy in true essence People, Planet and
Profit are critical and indispensable elements for its growth and success.

The company was set up in 1997 by the name of Engro Asahi Polymer and Chemical Ltd. It was
a joint venture between Engro Chemical (50%), Asahi Glass Company (30%) and Mitsubishi
Corporation (20%) to set up a 100,000 ton capacity PVC plant at Port Qasim. The plant came
into commercial operation in 1999.

In 2006, Asahi Glass divested from the business and Engro Chemical acquired its shareholding.
The name of the company was changed to Engro Polymer & Chemicals Limited.

In 2007, the Company embarked upon an expansion and back integration project to enhance
the PVC capacity to 150 KT and set up a EDC-Vcal and Chlor-alkali plants

LITERATURE REVIEW
Problems in Recruitment & Selection by Ruth Mayhew
The quality of employees you hire depends on an effective recruitment and selection strategy.
However, the process isn't always smooth sailing. Employers face tangible problems such as the
cost of advertising job openings and intangible obstacles such as improving communication
between recruiters and hiring managers.
Recruitment Strategy
Before you compose the first job posting, you must determine whether hiring employees
actually is in the best interest of the company. Bringing on new employees can be costly, when
you combine the costs to recruit, orient and train them
Expenses
The cost to hire and replace hourly workers is approximately six months' wages; the cost to
replace salaried personnel is the salary for a year and a half. Recruitment costs include
advertising space, professional memberships, job fair sponsorship and college recruiting trips
Problems in Recruitment and Selection by Neil Kokemuller
Recruitment and selection are critical human resources functions for your small business. Hiring
the right employees for your business can positively affect your turnover rate, company culture,
production and bottom-line profit.
Job Analysis
One of the most serious problems in recruitment is not knowing the nature of the position for
which you are hiring. Your company should routinely conduct a job analysis for each position
and create a complete, accurate description of the function and tasks. Job roles evolve over
time, so the current requirements of a position might need to be formally updated.
Poor Culture Fit
Generally, employers have two different strategies to choose from in hiring: You can look to get
the most talented people possible and build a company around them, or you hire employees
who not only meet the talent needs of a position, but also fit well within the business culture
Misalignment
Even with an awareness of a job's purpose, you can have misalignment in the job description
and selection tools used for recruitment and selection. Hiring managers or committees need to
take time, often in conjunction with human resources specialists, to develop job descriptions
and interview questions in tune with the position

PROBLEM STATEMENT
The problem that we discussed was recruitment and selection problems that Engro Polymer
faces while recruiting new talent?
Is GPA an issue for them while recruiting fresh graduates?
The most basic problem that Engro Polymer face in their recruitment drive is while conducting
their drive in government universities. The major concern over there is that the universities
dont have a set data base of their students available. The grades of students are tampered and
thus it is difficult to find out their correct GPA. This problem is usually in government
universities while the private universities it is easier for them to conduct their recruitment
drives. Private universities have a proper database of their students with their correct GPAs
and information thus it is easy for them to conduct recruitment drives in private universities as
compared to government universities. Conducting recruitment drives is a costly job for
company as they have to bear high costs in order to find the right talent. Engro Polymer
conducts its recruitment drives in 52 universities all over Pakistan. With rozee.pk being there
partner in the recruitment process aswell.
GPA is not an issue for fresh graduates as it is not solely responsible to get you in Engro. A basic
cut of GPA is required but other than basic cut they look for certain skills that the employee
possess such as whether he will bring innovation to the organization, or is he a good team
player or not, whether he can cope up with all the stress which he will go through etc. they also
check LinkedIn profiles of the candidates while recruiting.
METHODOLOGY
An interview was conducted with 2 persons from HR department at Engro Polymer, Mr
Muhammad Zohaib Sufyan and Mr. Shamz Mir. Questions related to recruitment problems that
Engro Polymer faces were asked.

RECOMMENDATIONS
Engro Polymer faces problems while recruiting talent from government universities which
according to them are usually engineers who work at plant. So to overcome this problem they
can go to private engineering universities and hire people from their rather than going to
government universities.
They can suspend their recruitment drives in universities who do not maintain proper records
of their students. And by suspension they should suspend their recruitment drives of all their
subsidiaries such as Engro Foods, Engro Fertilizers, Engro PowerGen Limited etc