Effective Leadership

A. Develop Others - Maintain Positive Expectations

● Express possibility and positivity.

● Believe others want to and can learn to improve their performance.

● Provide constructive feedback.

B. Team Leadership - Facilitates Information Flow Within Team

● Understand and explain the rationale behind decisions.

● Allow everyone contribute their inputs.

● Keeps everyone updated about developments.

● Gathers the required resources and information.

C. Teamwork and Collaboration - Cooperate With Others

● Share information to benefit the business.

● Understand benefits of collaboration and seek to learn

from others.

● Work with diverse teams and confident on team’s

capabilities.

● Responsible for quality and timelines of own share of

work.
 Business Focus
A. Strategic Insight - Able to Think Beyond Current Scope of Work

● Aligns own work with strategic goals of the organization.

● Adopts thinking process which leads to new and innovative methods.

B. Entrepreneurship - Spots and Acts On Opportunities with Benefits

● Identifies and capitalizes on opportunities.

● Reacts quickly in time-sensitive situations.

C. Achievement Orientation - Shows the Confidence and Desire To Achieve Goals

● Express excitement about reaching goals and frustration at waste or inefficiency.

● Takes desired action towards making positive difference.

Bell Shaped Curve

A methodology for evaluation is followed in Appraisal. Individual names from

company are written on a piece of paper and randomly 2 chits are selected.
Evaluation of the 2 people is done based on their respective goals achieved and 1
person is obviously rated higher than the other.

5% 90% 5%
 Succession Planning
• A Talent Review System is in place that aids this area.
• Key positions are identified and 3 year plan for every
key position is planned by CEO and Departmental
Head.
• Yearly growth of individuals is discussed and reviewed.
The areas of improvements or weakness etc.
• Highly effective and comprehensive CEO succession
planning framework is developed through key
competencies and functional skills required for each
role at Engro.
• The 7 step framework for CEO succession maps
are existing leadership pipeline with the
company’s 3-5 years strategy.

• Furthermore, takes into account each successor’s

functional & leadership competencies & charting
out a robust development plan ensuring healthy
pipeline against each position.
 Employee Engagement
• Focus on implementing a holistic strategy for employee
engagement and organizational development.
• Demonstrate emphasis on key determinants which
includes performance management, career growth,
work life balance and training & development.
• Engro’s engagement strategy through frequent focus
groups conducted; exceeded target set in 2013 and
achieved stellar engagement index of 62% on a
consolidated group-wide basis.
• Conduct an employee engagement survey as a
barometer for employee satisfaction.
• Yearly Engro conducts an engagement survey
among its employees to assess their level of
satisfaction.
• Employee engagement is a central objective and
KPI of the company’s HR strategy.
 Recruitment
• In recruitment there are two different categories of
people:
1) Management Profession and Technician
2) Non-Management Profession and Technician

• There are seven different divisions of Engro. All have

separate HR departments which evaluate the
candidates for respective positions in their division.
• Their HR team have experienced professionals
with diverse backgrounds.

• Engro’s recruitment methodology is based on

examining capabilities or competencies. These
capabilities are sets of behavior, skills and
knowledge.
 Recruitment Drive
• Ensuring accuracy in assessments and increasing the
reliability of the selection process. The process includes:
 IQ Testing
 HR Screening Interviews: Behavioral Interviews conducted
by Engro HR
 Assessment Center: Case study based assessment centers
 Final Interview
 Placement of finalized candidates to affiliates
 Recruitment and Selection criteria for
the MT's
• Spread across a 4 pronged approach which test the leadership
competencies through screening and assessment of the candidates. The
process entails;
 Online testing and applicant registration form
 Screening Interviews
 Assessment Center Module I: Case study based
 Assessment Center Module I: Group Activity
 Assessment Center Module II: Business case competition
 Dinner with Management Committee
 Interviews with Management Committee
 Salaries
Intern - Monthly

• ₨6,333 (₨5K - ₨8K)

Graduate Trainee Engineer - Monthly

• ₨48K - ₨73K

Analyst - Monthly

• ₨67K - ₨73K

Management Trainee - Monthly

• ₨72K - ₨77K
H R - Monthly

• ₨33K - ₨36K

Corporate Communications Officer - Monthly

• ₨105K - ₨114K

Regional Sales Manager - Monthly

• ₨35K - ₨37K

Warehouse Supervisor - Monthly

• ₨21K - ₨22K
 Interview
Experience

• Positive - 82%

• Neutral - 11%

• Negative - 7%

Getting an Interview

• Campus Recruiting - 67%

• Recruiter - 18%

• Applied Online - 7%

• Employee Referral - 4%

• Other - 4%

Difficulty: 3.1 - Average