ALLAMA IQBAL OPEN UNIVERSITY ISLAMABAD

(Department of Business Administration)

TRAINING & DEVELOPMENT (MBA- 819)

SEMESTER: AUTUMN 2012

Name: Naveed Ahmad Roll No: AH523400 Assignment No: (02) Semester: (4th) Level: MBA (HRM)

TOPIC Designing Training Programs

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 1 of 25

Acknowledgement
I am very much obliged to my ever caring and loving parents whose prayers have enabled to reach this stage. I am grateful to almighty ALLAH who made me able to complete the work presented in this report. It is due to HIS unending mercy that this work moved towards success. I am highly indebted to my course instructor for providing me an opportunity to learn. I feel great pride and pleasure on the accomplishment of this report.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 2 of 25

An abstract
Training and development -- or "learning and development" as many refer to it now -- is one of the most important aspects of our lives and our work. (Many people view "training" as an activity that produces the result or outcome of "learning" -- and learning is typically viewed as new knowledge, skills and competencies or abilities.) In our culture, we highly value learning. Yet, despite our having attended many years of schooling, many of us have no idea how to carefully design an approach to training and development. The purpose of the design phase is to identify the learning objectives that together will achieve the overall goals identified during the needs assessment phase of systematic training design. You will also identify the learning activities (or methods) you will need to conduct to achieve your learning objectives and overall training goals. Learning objectives specify the new knowledge, skills and abilities that a learner should accomplish from undertaking a learning experience, such as a course, webinar, self-study or group activity. Achievement of all of the learning objectives should result in accomplishing all of the overall training goals of the training and development experience(s).

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 3 of 25

Table of Contents
Introduction Determine what training is needed Organizational Analysis Task Analysis Person Analysis Determine what training approach to use Putting together your own training program Training employees Evaluating your program Fatima Fertilizer Company Ltd Vision & Mission Company Overview Core Values Code of Conduct Profile of the Company Board Structure & Committees Organizational Chart Human Resource Management Training and Development Products Distribution Networks Social Responsibility Social Contributions Clean Development Mechanism Major Competitors SWOT Analysis Opportunity Threats Conclusion Recommendations for improvements Reference
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University

5 5 5 6 7 7 9 10 10 12 12 12 13 13 15 16 19 19 20 22 22 22 23 23 23 24 24 24 24 25 25
Page 4 of 25

Introduction
Keeping your company operating like a well-oiled machine is not an easy task, especially if your business has a high turnover rates, such as retail. In order to reduce the amount of time it takes to train your new employees to reach their full potential, you need to develop a training system that is streamed-lined, effective, and efficient and gives your new employees the skills needed to be a good employee without overburdening them with too much information. Finding the balance between too much and too little information is the key to designing the most effective training system for your company.

Step One: Determine what training is needed.

The first step in designing a training system for your company is to determine what kinds of training is needed. You will need to conduct an organizational analysis, a task analysis, and a person analysis. This three-tiered examination of your companys training needs is required to identify: factors that will inhibit and aid training, to identify tasks that most employees will need to be trained in, and to identify employees that need to be trained.

Organizational Analysis
An organizational analysis is used to identify company factors that can negatively or positively impact the effectiveness of a training program. These factors include such things as money available for training programs, person power analysis and planning resources, employee relations and attitudes, and company resources available for training purposes. Examples: 1. The amount of money that is allocated to training will most likely be based on your companys turnover rate, the difficulty of the jobs performed, and the amount of cash flow that your company has. Companies that have high employee turnover rates will probably not want to spend a lot of money on training because the employees usually dont stay very long after the training period, and therefore it is a waste of money to invest a great deal of time and money on training certain employees. 2. Timing and personnel climate also can have a major impact on the effectiveness of a training program. For instance if a company has recently undergone a reorganization
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 5 of 25

where many people were laid-off or displaced, and the company has not given its employees raises or promotions in several years, implementing a new training program may not be the best investment of company resources. Employees in this situation may harbor hostile feelings towards the company and management, and may not be receptive to new training. Instead, it would be a better investment to allocate money to improving employee relations and morale.

Task Analysis
A task analysis is a process of identifying what skills and activities need to be taught. To generate a list of skills that employees need to learn you can conduct a job analysis. A job analysis is basically just an examination of a job and a listing of the "minimum" duties and skills that are required to successfully perform the job. Example: Job Title: Secretary Job Skills: Typing 55-65 w.p.m. 10-key Word processing General computer skills Operation of office machines Phone skills Spread sheet skills Filing As you can see, this list is very basic, and generalized to the skills required of just about any secretarial position. While the secretary that holds this position may perform many other tasks during the course of a week, these are the minimum skills that are needed to be able to "successfully" function in this position.
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 6 of 25

After identifying what tasks are involved in each job, the next step is to identify what tasks need training. If an employee already has an identified skill it is a waste of money to train them in that skill. If you identify a skill that does require additional training then you will need to formally identify it as a training objective in writing. This objective should identify (1) what the skill is, (2) how the trainee is to learn the skill, and (3) how proficient they need to be in the skill after the training process is completed. This documentation is needed to not only to let employees know what is expected of them, but also for personnel to maintain a common standard of training for all employees, and to protect you against lawsuits if you need to discipline or terminate an employee for not meeting the standards set out by the objectives.

Person Analysis
The final step in determining what training is needed is to conduct a person analysis. A person analysis is the identification of people in your company that need training. There are many ways that this identification process can be handled. First an examination of past and current performance appraisals can be made to identify employees that have areas that need improvements. Surveys can also be used to identify skills that the employees themselves think that they should have or that they need to have to perform their jobs more successfully. Interviewing employees can also be used to identify skills that are needed or desired by employees, as can skill and knowledge tests. The final way a person analysis can be conducted is to evaluate and review critical incident reports that have been filed in personnel. These incidents can pinpoint specific skills like customer service, assembly, etc. that specific employees or departments need to improve.

Step Two: Determine what training approach to use.

After you have identified who needs to be trained in what areas, you will need to determine what training methodology to use. Today there are many options managers and business owners can exercise to train their employees. Seminars are a popular choice for large-scale training issues like professional standards updates and customer service issues. The benefits of this type of training methodology are: that they are usually given by an expert or organization that has extended knowledge of the area, they cover all the issues related to the issue is a short period of time, training materials are provided, and employees enjoy the fact that they get out of work to attend the seminar. The drawbacks of
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 7 of 25

seminars are based on the time and money that they require. Employees are away from their jobs for one or more days to attend the seminar so the company must either do without their services during this time or pay for a temporary replacement. In addition to losing money for missed work, the company also has to pay for the seminar, travel, lodging, and meals while the employee is at the seminar. Another drawback to this type of training is that the material is presented to all employees at the same pace and in the same manner. This methodology does not take into consideration different learning styles or paces of individual employees, and therefore some employees may be bored while others may feel overwhelmed by the amount of material being presented to them in a short period of time. In order to overcome pacing issues of training materials, programmed instruction can be used to deliver training materials. Programmed instruction is basically a hard copy format of training that is delivered either through: step-by-step booklets, latent ink booklets, or through computerassisted instruction or computer-based training. All of these formats allow employees to progress at their own pace, and to go back over material as many times as needed. The drawback to this type of training methodology is the costs associated with purchasing training materials for every employee, especially if the company has a high turnover rate. Examining case studies is another training methodology that can be used. Employee meetings can be held in which critical incidents are reviewed and alternative solutions or actions can be discussed. The advantages of this type of training methodology are that the issues addressed are specific to the company, and that employees can see the connection between a skill and its result easier in this situation than they can in a made up example printed in a training booklet. The main drawback to this methodology is that employees may feel singled out if the case study is about them. To overcome this, you may need to word the case study in a manner that gives the employee anonymity and that changes the situation enough so it cannot be attributed to a specific employee. Simulation is yet another training methodology that can be utilized. Simulation is basically just walking an employee through the motions of a skill in a controlled environment until they master the skill. The benefits of this training methodology are that they train employees to perform specific skills needed for their job, and simulations help train employees to respond appropriately to unexpected events in a controlled environment. The drawbacks to simulation are again based on money. In certain cases where simulating machines are needed, the cost can be extraordinarily
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 8 of 25

high. Therefore simulation exercises that utilize these kinds of devises are often times limited to larger businesses or to companies that are located close to companies that lend out simulators. Role-playing is an inexpensive training methodology that most companies can use. In this case employees act out scenes from their job in which they face challenges and situations that they normally will come across during the average day. For example, a person training to be a personnel assistant may be placed in a role playing training model where they sit at a desk in personnel and take mock-phone calls and walk-in inquiries. As they walk through these situations they respond in a way that they think is appropriate following written procedure models. They may answer questions, hand out personnel forms, etc. The benefits of this type of training are: (1) it is relatively inexpensive, and (2) it covers skills that are specific to the job in question. The drawbacks are that some employees may not feel comfortable in this situation, and they may not learn well under the pressure. Apprentice training is another category of training methodologies that can be used to train employees. In this type of training programs new employees follow the lead of an experienced employee in order to learn new skills and to learn how to function properly in the job in question. This type of training is most commonly used in trade and craft industries, however, it can be used successfully in office situations as well. The benefits of this type of training program are that it gives the new employee a role model for proper work behavior and functioning, and it provides new employees with personal support during their training. The drawbacks to this type of training program are that it hinders the ability of the experienced employee to do their work, personality conflicts impact the quality of the training and results of the program, and the overall productivity of the company is hindered during the training process.

Step Three: Putting together your own training program.

Once you have identified the skills that need to be focused on, the employees that need training, and the methodologies that will be used, you need to put everything down in writing. Documentation is the key to protecting yourself against lawsuits relating to employee relations. The following training materials need to be cemented in writing. 1. Training objectives. Training objectives need to identify (1) the skill, (2) how training is to be conducted, and (3) what proficiency the employee needs to attain by the end of the training process.
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 9 of 25

2. Training materials. Training materials, depending on the nature of the skill, should be written out in a manner that is easy to understand and easy to follow. Step-by-step instructions should be written out for every job, no matter how insignificant it may seem to the employer. An instruction sheet should include (1) the skill title, (2) when it is to be performed, (3) who is to perform it, (4) what supplies are needed and where they can be found, (5) step-by-step instructions, and (6) what to do with the end product. 3. Evaluation materials. Evaluation materials are as important to a training program as the actual training materials. They will let you know how effective your training materials are and whether you need to adjust any of your methodologies. The evaluation materials that you need are: (1) evaluation procedures, (2) evaluation form for employees, (3) evaluation form for the employer (or manager), and (4) response (rebuttal) form. 4. Out-of-house materials. If your company utilizes outside sources for training you will need the following materials: (1) purchase order for educational services, (2) expense forms, (3) approval forms, (4) evaluation forms, and (5) any professional organization forms such as a CPE tracker.

Step Four: Training employees.

Now that you have all of your training materials in order you will need to let your employees know about the programs and their processes. They will need to know what your training objectives are, how their progress will be monitored, what training methodologies are available and which ones are required, and what paper work is required. Make sure that all of your employees understand all of these things and have them sign a statement attesting to this. Again this documentation will help to protect you from unfounded lawsuits.

Step Five: Evaluating your program.

After an employee has completed a training program you will want to have them fill out an evaluation form of the program that goes over how well the information was presented, if they found the training helpful, if there are any areas that need improvement, if there are any areas that seemed redundant or unnecessary, and if there are any other skills that they feel that they need to perform their jobs. You, or a manager, will also need to fill out an evaluation form on the employees progress and proficiency in the skill or skills that were focused on during the training
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 10 of 25

program. Proficiency tests can be used to measure the employees abilities, or physical observation of the employees performance can be used. If you notice that there are still areas that need to be trained in, then you should make the changes to the training program as soon as possible so that the next trainee will get ALL of the training that they need. Also you can use the evaluation forms to identify areas that really dont need to be covered and you can eliminate these things from your training program and save your company time and money spent on employee training.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 11 of 25

Fatima Fertilizer Company Ltd

Fatima Fertilizer Company Limited is the first and the only green field project which has materialized under the 2001 Fertilizer Policy of the Government of Pakistan, aiming to encourage investors in this field, in view of growing demand of fertilizer in the Country.

Vision & Mission

Vision: To be a world class manufacturer of fertilizer and ancillary products, with a focus on safety, quality and positive contribution to national economic growth and development. We will care for the environment and the communities we work in while continuing to create shareholders' value. Mission:

To be the preferred fertilizer company for farmers, business associates and suppliers by providing quality products and services.

To provide employees with an exciting, enabling and supportive environment to excel in, be innovative, entrepreneurial in an ethical and safe working place based on meritocracy and equal opportunity.

To be a responsible corporate citizen with a concern for the environment and the communities we deal with.

Company Overview
The Fatima Fertilizer Company Limited was incorporated on December 24, 2003, as a joint venture between two major business groups in Pakistan namely, Fatima Group and Arif Habib Group. The fertilizer complex is a fully integrated production facility, capable of producing two intermediate products, i.e., Ammonia and Nitric Acid and four final products which are Urea, Calcium Ammonium Nitrate (CAN), Nitro Phosphate (NP) and Nitrogen Phosphorous Potassium (NPK) at Sadiqabad, Rahim Yar Khan.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 12 of 25

The Complex has a 56MW captive power plant in addition to off-sites and utilities. The Complex has been allocated 110 MMCFD of gas from the dedicated Mari Gas fields.

Core Values
Integrity Our actions are driven by honesty, ethics, fairness and transparency Innovation We encourage creativity and recognize new ideas Teamwork We work collectively towards a common goal Safety, Health, Environment & CSR We care for our people and the communities around us Customer Focus We believe in listening to our customers and delivering value in our products and services Excellence We strive to excel in everything we do Valuing People We value our people as our greatest resource

Code of Conduct
A commitment to honesty, ethical conduct and integrity is the leading objective of the Company. To assist employees in achieving this objective and implement its commitment, the Company has developed comprehensive Code of Conduct which guides the behavior of our directors and employees and is reproduced in the form of a Policy Statement of Ethics and Business Practices as follows: Fatima Fertilizer Company Limited conducts its business with the highest ethical standards in full compliance with all applicable laws. Honesty and integrity take precedence in all relationships including those with customers, suppliers, employees and other stakeholders. Ethics and Business Practices WE believe in conducting the companys business in a manner that respects, protects and improves the environment and provides employees with a safe and healthy workplace. We conduct our business in an environmentally responsible and sustainable manner. Employees must
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University

Page 13 of 25

be completely familiar with the permits, Health Safety and Environment policy, local laws and regulations that apply to their work. All employees are expected to understand the laws and business regulations related to their work and comply fully so that our shareholders, employees, customers, suppliers, stakeholders and the Government have complete faith in the way we operate and that our business decisions are made ethically and in the best interests of the Company. Employees are obligated to act in accordance with the Companys code of Ethics and Business Conduct and are restricted to using only legitimate practices in commercial operations and in promoting the Companys position on issues before governmental authorities. Inducements intended to reward favorable decisions and governmental actions are unacceptable and prohibited. Employees are prohibited from using their positions, Company property or information for personal gain, and from competing with the Company. Employees are also prohibited from taking advantage from opportunities that become available through the use of Company information, property or their position. Assets and Proprietary information WE consider our Companys assets, both physical and intellectual, very valuable. W e have, therefore an obligation to protect these assets in the interest of the Company and its shareholders. Protection of the Companys information is important for our business. All employees are expected to know what information is proprietary and which must not be disclosed to unauthorized sources. Employees are responsible for applying all available tools to manage the Companys information resources and records. Relations with Business partners WE seek to do business with suppliers, vendors, contractors and other independent businesses who demonstrate high standards of ethical business behavior. Our Company will not knowingly do business with any persons or businesses that operate in violation of applicable laws and regulations, including employment, health, safety and environmental laws. We shall take steps to assure that our suppliers, vendors and contractors understand the standards we apply to ourselves, and expect the same from them.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 14 of 25

Our Employees WE believe that highly engaged employees are the key ingredient in professional development and business success. Therefore, we invite our employees to contribute their best and to avail the opportunities for improvement and growth. We are an equal opportunity employer and promote gender diversity, self-development and innovation. We provide employees with tools, techniques, and training to master their current jobs, broaden their skills, and advance their career goals. The Audit Committee of the Board ensures the compliance of above principles.

Profile of the Company

The fertilizer complex is a fully integrated production facility, capable of producing two intermediate products, i.e. Ammonia and Nitric Acid and three final products which are Urea, Calcium Ammonium Nitrate (CAN) and Nitro Phosphate (NP) at Mukhtar Garh, Sadiqabad. The Complex has 56MW captive power plants in addition to off-sites and utilities. The Complex has been allocated 110 MMCFD of gas from the dedicated Mari Gas Fields. Foundation stone was laid on April 26, 2006 by the then Prime Minister of Pakistan. The construction of the Complex commenced in March 2007 and is housed on 947 acres of land. The Complex is designed to produce annually: 500,000 Metric Tons of Urea 420,000 Metric Tons of Calcium Ammonium Nitrate (CAN) 360,000 Metric Tons of Nitro Phosphate (NP)

The Complex, at its construction peak engaged over 4,000 engineers and technicians from Pakistan, China, USA, Japan and Europe. The Complex provides modern housing for its employees with all necessary facilities. This includes a school for children of employees and the local community, a medical centre and sports facilities. The Company is listed at all stock exchanges of Pakistan, through a successful initial public offering (IPO) in February 2010. 200 million ordinary shares were offered to the public bringing the issued Ordinary Share Capital from 1,800 million to 2,000 million shares.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 15 of 25

Board Structure & Committees

Board Structure Fatimas Board consists of eminent individuals with diverse experience and expertise. It comprises of eight directors, seven of whom have been elected by the shareholders for a term of three years expiring on April 30, 2014 and one director is nominee of National Bank of Pakistan. Other than the Chief Executive Officer (CEO), there are two executive director and five nonexecutive directors including the Chairman and nominee director. The Board provides leadership and strategic guidance to the Company, oversees the conduct of business and promotes the interests of all stakeholders. It reviews corporate policies, overall performance, accounting and reporting standards and other significant areas of management, corporate governance and regulatory compliance. It also reviews and approves the annual budget and longer term strategic plans. The Board is headed by the Chairman who manages the Boards business and acts as its facilitator and guide. The Board is assisted by an Audit Committee and a Human Resource and Remuneration Committee while the CEO carries responsibility for day-to-day operations of the Company and execution of Board policies. Board Committees The standing committees of the Board are: Audit Committee Composition The Audit Committee consists of five members of the Board. Majority of the members of the Audit Committee are nonexecutive including the Chairman. The members are: Chairman Member Member Member

Terms of Reference In addition to any other responsibilities which may be assigned from time to time by the Board, the main purpose of the Audit Committee is to assist the Board by performing the following main functions: to monitor the quality and integrity of the Companys accounting and reporting practices; to oversee the performance of Companys internal audit function;
Allama Iqbal Open University Page 16 of 25

Name: Naveed Ahmad Roll No: AH523400

to review the external auditors qualification, independence, performance and competence; and To comply with the legal and regulatory requirements, Companys by-laws and internal regulations.

The Terms of Reference of the Audit Committee have been drawn up and approved by the Board of Directors in compliance with the Code of Corporate Governance. In addition to compliance with Code of Corporate Governance, the Audit Committee carries out the following duties and responsibilities for the Company as per its Terms of Reference: a. determination of appropriate measures to safeguard the Companys assets; b. review of preliminary announcements of results prior to publication; c. review of quarterly, half-yearly and annual financial statements of the Company, prior to their approval by the Board of Directors, focusing on: major judgmental areas; significant adjustments resulting from the audit; the going-concern assumption; any changes in accounting policies and practices; compliance with applicable accounting standards; and Compliance with listing regulations and other statutory and regulatory requirements.

d. facilitating the external audit and discussion with external auditors of major observations arising from interim and final audits and any matter that the auditors may wish to highlight (in the absence of management, where necessary); e. review of management letter issued by external auditors and managements response thereto; f. ensuring coordination between the internal and external auditors of the Company; g. review of the scope and extent of internal audit and ensuring that the internal audit function has adequate resources and is appropriately placed within the Company; h. consideration of major findings of internal investigations and managements response thereto; i. ascertaining that the internal control system including financial and operational controls, accounting system and reporting structure are adequate and effective;

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 17 of 25

j. review of the Companys statement on internal control systems prior to endorsement by the Board of Directors; k. instituting special projects, value for money studies or other investigations on any matter specified by the Board of Directors, in consultation with the Chief Executive and to consider remittance of any matter to the external auditors or to any other external body; l. determination of compliance with relevant statutory requirements; m. monitoring compliance with the best practices of corporate governance and identification of significant violations thereof; and n. Consideration of any other issue or matter as may be assigned by the Board of Directors. Human Resource and Remuneration Committee Composition The Human Resource and Remuneration Committee consists of four members of the Board. Majority of the members of the Committee are non-executive directors. The members are: Chairman Member Member Member

Terms of Reference The Human Resource Committee is a means by which the Board provides guidance on human resources excellence. The specific responsibilities, authorities and powers that the Committee carries out on behalf of the Board are as follows: Duties and Responsibilities Reporting Responsibilities Authorities and Powers

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 18 of 25

Organizational Chart

Human Resource Management

Composition Company is committed to improving business performance by enhancing human capital standards in the areas of Organizational Development and Reward Management. For this purpose, we have upgraded our Performance Management process and also participated in the Mercers remuneration as well as employee benefits survey using benchmarking tools so as to be able to benchmark our employees salaries and benefits with the Company has revised and formulated new policies for the betterment of the human capital. These policies include the recruitment policy, Company Assigned Car and Car Allowance Policies, leave policy, medical policy, transfer policy and harassment policy. As per the new recruitment strategy, in year 2011 the Company conducted recruitment drives at the following Institutions: LUMS IBA, Karachi NUST, Islamabad Ghulam Ishaq Khan Institute
Allama Iqbal Open University Page 19 of 25

Name: Naveed Ahmad Roll No: AH523400

NED, Karachi Lahore School of Economics UET, Lahore Punjab University, Lahore

HRMS Oracle R12 development in the year 2011 has progressed further with important advances in the following areas: Organizational Hierarchy defined Employee database formed (personal details, contact information, job assistance) Employee separation process Medical claims process and database Trainings database Payroll Module Self-Service portal Report generation

Training and Development Your company is committed to building employees capabilities through a structured training program. Our belief is that in order to grow business it is important to enhance knowledge and skill base of employees. This not only enhances employee commitment to the companys growth agenda but also makes them more productive. Trainings conducted in 2012 Effective contract management Leadership Grid Management by Objectives (MBO) Introduction to Management Advanced training for MS Excel Succession Management Compensation & Benefits High performance Sales Management HSE Skills-Human Factors based Safety Brand Matrix Leveraging Organizational & cultural Change
Allama Iqbal Open University Page 20 of 25

Name: Naveed Ahmad Roll No: AH523400

Leadership- Great Leaders, Great Teams, Great Results.

Team-building exercise for the HR function was conducted at Green Fields Country Club. The HR team developed the 2012 objectives during this exercise. Further strengthening for employee capability building programme, we have now put a roadmap in place which will have following two basic streams. 1. Core T&D Stream All management employees will now be required to be trained in the CORE T&D program which builds skills and efficiencies in the following areas. Management Essentials Business Skills Leadership Competencies

The CORE program courses are designed separately for each management level. The program has been made mandatory for employees to progress from one level to another. 2. Strategic T&D Stream Strategic T&D stream offers programs to managers to meet the following business and organizational requirements. Functional Competencies identified through TNA (training needs analysis) Development of medium and high potential employees as per their IDPs (Individual Development Plans) Project and/or change initiative-based training. The Human Resource Committee is a means by which the Board provides guidance on human resources excellence. The specific responsibilities, authorities and powers that the Committee carries out on behalf of the Board are as follows: Duties and Responsibilities Reporting Responsibilities Authorities and Powers

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 21 of 25

Products
Sarsabz Nitrophos (NP) | Fertilizer For farmers, choosing the right fertilizer for their soil is very important. In Pakistan, the soils are calcareous, have high pH and are alkaline in nature. Sarsabz Nitrophos (NP) being highly acidic is the most suitable fertilizer for these soil types. Sarsabz Calcium Ammonium Nitrate (CAN) | Fertilizer In farming, the efficient supply of nutrients to the plants, with a low level of losses, is of great importance. This applies primarily to nitrogen, which has a direct influence on crop growth and development. Due to its special properties, the supplies of nutrients are quick and for a longer time. Sarsabz Urea | Fertilizer Urea is widely used in the agriculture sector both as a fertilizer and animal feed additive, which makes the production of Sarsabz urea considerably high in comparison to other fertilizers in the country.

Distribution Networks

Social Responsibility
Health, Safety & Environment Fatima Fertilizer is committed to maintain safe, healthy and clean environment for all the employees, visitors and community by applying standards, laws and regulations for Health, Safety and Environment (HSE) through Process Safety Management.
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 22 of 25

HSE Policy Our goal is to become a benchmark for industry by achieving excellence in Health Safety and Environment. HSE Mission To implement internationally recognized and industry best practice HSE standards in Fatima. Emergency Preparedness We believe the best way to avoid Emergency is to prepare for it first. Safety History We are dedicated for continuous improvement in HSE practices through effective communication, motivation, team work and training.

Social Contributions
Fatima Fertilizer Welfare Hospital Fatima Fertilizer Welfare Hospital (FFWH) is a key project of Company's vision towards community welfare. The Company, under the guidance of Government of Punjab has undertaken to establish a modern welfare hospital in the vicinity of Plant site, to cater for the needs of underprivileged of the area.

Clean Development Mechanism

In order to care for the environment and greenhouse effect, the Management endeavors to get Clean Development Mechanism (CDM) Project of the Company registered with United Nations. It is expected that about 1.3 million CER's per annum will accrue from the start of the project up to 2020. Mitsubishi Corporation is assisting in implementation and registration of Fatima Fertilizer's CDM Project with the United Nations. Uhde is providing technology and equipment and also helping with the implementation of CDM for Fatima Fertilizer.

Major Competitors
Fauji Fertilizer Company Limited Pakarab Fertilizers Limited
Allama Iqbal Open University Page 23 of 25

Name: Naveed Ahmad Roll No: AH523400

Engro Fertilizers Limited Dawood Hercules Fertilizers Limited

SWOT Analysis
Strengths: Fast growing Fertilizer Company in Pakistan Strong Security System High Quality Product Latest mechanized machinery Fast growing market positioning High quality and skilled management

Weaknesses: Some gaps in range for certain sectors Weak image in the international market Small international market share Less promotional activities Limited manpower for customer services

Opportunity: Organization can expand product lines Organization can capture new market segments around the world. Organization can reduce the cost by proper utilization of resources. Organization can hire more well educated and experienced persons.

Threats: Political instability Changed of government policies Gas shortage International financial crises

Conclusion:
Fatima Fertilizer Company Limited is one of the leading groups in Pakistan. The system, the management style, the policies & decentralized decision making environment is really
Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 24 of 25

remarkable. This report is basically an attempt to identify the areas which need to be improved. This is really appreciable for the devotion and hard work of all the employees of the company.

Recommendations for improvements are:

At present facility of bonus is given only to management & production staff but such incentives should also be given Head Office staff. Special incentive should also be given to Head Office staff on Eid and on other special days. Medical facilities are given to families of permanent employees but such facilities should also be given to contract employees.

Reference:
HR department of Fatima Fertilizer Company Limited

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 25 of 25