Introduction of

company
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Background of SAMI Pakistan Ltd Co.
SAMI Pakistan Ltd., a subsidiary of the SAMI Group is operating in Pakistan
since 194. !he "o#pany$s #ain business %ines are Soaps and &etergents,
Persona% Products, "ooking 'i%s and (ats, Packed !eas, and Ice "rea#s. SAMI
has a %ong %ist of brands such as Surf, )i#, *in, Life boy, Sun%ight, Lu+, *e+ona,
Si%k, "%ose,-p, .%ue,.and, &e%ta, P%anta, Liptoon$s /e%%o0 Labe%, !aa1a and
*ichbru, .rook .ond$s Supre#e and 2enya Mi+ture etc. 0hich are co##on
househo%d na#es in Pakistan.
!he "o#pany$s factory at *ahi# /ar 2han 0as one of the first industria% units to
be constructed after the creation of Pakistan. As the consu#er base e+panded
o3er the years and the "o#pany entered into ne0 product %ines %ike Persona%
Products and Margarine, it in3ested further in the insta%%ation of #odern
#anufacturing faci%ities inc%uding a factory at 2arachi. !oday, the "o#pany is
using %atest state,of,the,art techno%ogy for producing high 4ua%ity products.
In 1995, the "o#pany estab%ished a ne0 factory near Lahore to #anufacture the
Pa%%$s range of ice crea#s, 0hich ha3e beco#e popu%ar 0ithin a short ti#e. In
1996, the present group 7 SAMI -2 ac4uired the 0o%ka Group that produced ice
crea#s. In 1999, Pakistan industria% pro#oters 8Pri3ate9 Li#ited, o0ners of
:0o%ka$ brands of Ice "rea# 0ere #erged 0ith Le3er.
In order to %e3erage the synergies of SAMI$s internationa% brand strength, #arket
edge and corporate i#age, Le3er .rothers Pakistan Ltd. changed its na#e to
SAMI Pakistan Ltd., in August ;<<;.
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Vision Statement:
We meet everyday needs for nutrition; hygiene and personal care with brands that help
people feel good, look good and get more out of life
Mission Statement:
=e are ai#ed to be %eading products co#pany in Pakistan, a
#u%tinationa% 0ith deep roots in the country.
=e 0i%% attract and de3e%op high%y ta%ented peop%e, 0ho are e+cited,
e#po0ered and co##itted to de%i3er doub%e,digit gro0th.
=e are co##itted to ser3e the e3eryday needs of a%% consu#ers
e3ery0here for foods, hygiene and beauty through branded products
and ser3ices that de%i3er the best 4ua%ity and 3a%ue.
=e stri3e to re#ain an e3er si#p%e and enterprising business.
=e 0i%% use our superior consu#er understanding to produce
breakthrough inno3ations in brands and channe%s.
!hrough #anaging a responsi3e supp%y chain, 0e 0i%% #a+i#ise 3a%ue
fro# Supp%iers to "usto#ers.
=e 0ant to be e+e#p%ary through our co##it#ent to .usiness >thics,
Safety, ?ea%th, >n3iron#ent and in3o%3e#ent in the "o##unity.
.
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4
Introduction - SAMI Pakistan
WH AT T H E Y D O
At present they market a host of household products named
under the following brand names and product groups.
1. HOME & PERSONAL CARE:
Personal Wash (PW)
Toilet Soaps Lie !o"
Lie #ol$ (% &ariants)
La' (in ( &ariants)
)ree*e S+nli,ht )ar
La+n$r" Care:
S+nli,ht -ashin, po-$er
Sun%ight bar
Wheel -ashin, po-$er
?ouse ?o%d "aring )i# dish 0ash bar
.i/ s0o+rers
Ma,i0 !ar
Personal pro$+0ts:
Hair Care sil1 Sha/poo (in 2 &ariants)
Lie !o" Sha/poo
Skin care (ace @ fresh skin crea#
3ental 0are Caps toothpaste (4 &ariants)
Pepso$ent
5
%. SPREA3 & COO56N# PRO37CTS CATE#OR8
Coo1in, pro$+0ts:
Ne- 3elta
3elta Coo1in, Oil
3elta S+nlo-er Oil
Planta Coo1in, Oil
Crisp 9N: 3r"
3elta La"a-a"
Sprea$s: )l+e )an$
4. )E.ERA#ES
Lipton .rands .rooke .ond .rands
Leaf !eas
8ello- La!el S+pre/e
8ello- La!el;3ane$ar Re$ La!el;3ane$ar
*ichbru .. !ips
Top Star A;1
Taa*a Lea Ti,er
LaoAee
&ust !eas
Pearl 3+st Re$ Rose
5en"a Mi't+re

2. 6CE CREAM
PALLS WOLKA
Cornetto (4 &ariants) Pop Cone
<east (4 &ariants) Cho0 )ar
Top Ten 60e Crea/ Sti01
Star C+p (2 &ariants) Pan$a (% &ariants)
Callipo =etspot Oran,e
)i, Split 5in, 5+la>)i, Sli0e
)i, <r+iti 5in, 5+la C+ps
Ma' Ra/!o Hal Litre (11 &ariants)
Ma' 5+li Litre Pa01 (1(&ariants)
)l+e )err" 1? Litre Pa01 (12 &ariants)

!
CHAPTER 2
HR PLANNING AND
FORECASTING
"
#$ management to perform certain rules the level of the rules performed are
shown in the figure below%

&
#$ becomes a strategic business partner by'
(ocusing on developing #$ programs that enhance organi)ational
performance
*nvolving #$ in strategic planning at the onset
+articipating in decision making on mergers, ac,uisitions, and
downsi)ing
$edesigning organi)ations and work processes%
-ccounting and documenting the financial results of #$ activities%
.here are many ethical issues faced by the #$ management and they
pose challenges to act /ustly% #owever, #$ professionals must be
competent enough to differentiate between the right 0 the wrong% .hus must
posses following capabilities'
1nowledge of business and organi)ation
*nfluence and change management
2pecific #$ knowledge and e3pertise
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Departments in Unlevel:
5uring my visit at 2-6* office * come to know that there are following
departments are currently working
#uman $esource 6anagement
6arketing 5epartment
7ommercial 5epartment
2ales 5epartment
(inance 5epartment
+ayroll 5epartment
*nformation .echnology 5epartment
8ngineering 5epartment
-dministration
-uditing 5epartment
7ustomer 7are

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CHAPTER 3
HR RECRUITMENT AND
SELECTION
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Recruitment & Selection
$ecruitment is the process of gathering a pool of candidates for an
organi)ational vacancy% 2election is the process of short listing
only the ,ualified candidates who are fit for the /ob% *n terms
of recruitment and selection it is important to carrying out a
thorough /ob analysis to determine the level of skills9technical
abilities, competencies, fle3ibility of the employee re,uired etc%
-nd #$ at 2-6* follows these criteria% 2-6* policy of
recruitment is very simple, if at any time there is a vacancy, due to
retirement, resignation, if employees opted for the golden
handshake or the death of an employee, the management of the
branch will inform the head office about the vacancy% .he head
office will place an advertisement in all ma/or newspaper with
the all necessary information re,uired to be furnished
by the applicant%
2-6* has this policy of not mentioning the name of the
company in advertisement% :sually hiring takes place through
outsourcing with a help of a third party% (inal selection takes place
after the candidate has been interviewed by the 6anager of the
department who re,uires the new employee and then the
6anager% ;n the /oining day, the employee has to submit the
following documents to the #$ 5epartment'
<oining $eport
7opies of educational and professional degrees9certificates
$eference =etter
.hree copies of recent passport si)e photographs
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CHAPTER 4
TRAINING AND
DEVELOPMENT
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Training & Development:
.raining 0 5evelopment involves improving the knowledge, skills and
abilities of the individuals% - continuous training is conducted inside the
organi)ation to improve the performance of the employee% .here
are two types of trainings conducted at 2-6*'
*n>house .raining
83ternal .raining
*n>house training is customi)ed training which is only for
2-6* employees 83ternal training is carried out through trainers in
training institutes% 8mployees at 2-6* are usually trained through
$amee) -llahwalla ?in 1arachi@, +ossibilities and *ntec ?two well>
known training institutes@%
Aefore training B.raining Ceed -nalysisD ?.C-@ is conducted by the
manager of the department% -nd after the training feedback from the
employee is taken%
Compensation & Benefits
- very effective way to retain an employee is to give him compensation
and benefits% -t 2-6* following benefits are given'
6edical (acility to employee and his9her parents
+aid Eacations
-ccommodation (acility to energetic employees%
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1
CHAPTER
PER!ORMANCE MANAGEMENT
1!
PERFORMANCE MANAGEMENT
An e/plo"ee:s pro,ress is i/portant. That@s -h" the 0o/pan"
in&ests a lot o ti/e & eort in s+pportin, its e/plo"ees to peror/
-ell an$ in !+il$in, their 0apa!ilities.
PastA present & +t+re:
+erformance and 5evelopment +lanning ?+5+@ helps employees make
the most of their working life at 2-6*% .he process supports
employees in identifying and delivering against challenging goals
that impact the organi)ation% *t also helps the employees plan how to
develop skills and leadership behaviours for current position and for
the years ahead% *t also provides employees the opportunity to clarify
e3pectations and discuss their future opportunities
On,oin, 0o//it/ent
+5+ provides a continual process that allows for a thorough evaluation
of performance of each individual working for the company% *tFs an
approach designed to encourage clarity and transparency throughout the
year the key thing to remember is that this is an ongoing dialogue
between an employee and his manager% *tGs about listening, sharing and
accepting feedback, and taking responsibility for the ne3t step in his
career
1"
CHAPTER "
CARRIER DEVELOPMENT
1&
Careers and HR Development
.his chapter focuses on the career planning and #$
development; it also identifies the problems and
issues in this regard% -lso it includes the development
issues that enable employees to handle a variety of
assignments% .he #$ development process is also
e3plained in detail% 5evelopment differs from
training as it focuses on less tangible aspects of
performance, such as attitudes and values% .op
management support is also re,uired for successful
development and also re,uires relationship of #$
activities to development process% ;n the /ob
as well as off the development methods are used
in the organi)ations% -lso through mentoring and
modelling management coaching, e3ecutive
education and management development, all the
employees can be given a pathway for their
development process
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CHAPTER #
CONCLUSION
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Conclusion Recommendations:
Conclusion
*n Eiew of the following data 2-6* is one of the manufacturing sector
who need to produce more output by implementing new technologies,
new tariffs, and new consumer satisfaction value added services%
(urther, it is still the largest manufacturer in the world in terms of
geographic reach 0 ,uality
Recommendations
.hey 2hould encourage new products
Aring innovations in the e3isting products
.hey should conduct more surveys in order to know about
customer satisfaction level%
8asy access for communication should be provided in the rural
areas%
Suggested Strategies:
6arket 5evelopment
6arket +enetration
+roduct 5evelopment
$estructuring
$etrenchment
=i,uidation
References
2-6* $ahim Har 1han Aranch
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2-6* -nnual $eport
(riends
2-6* 6aga)ines 0 <ournals
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