HRM PROJECT REPORT

“Training and Development Process in Mehran Food and Spices”

Prepared for: Cdr (R) Tabbasum Nadeem PN

Prepared by: Abid RafiqueQurrat-ul-AinM Ahsan Javed Noman KhalilSitwat Jahan

Dated: 09 July 2016

16 July 2016

To: Sir Tabbasum NadeemDepartment of human resource managementBahria university Karachi campus

From: Abid Rafique, Qurratulain, Ahsan javed, Nouman khalil and sitwat jahan.

Subject: A study on training and development process in Mehran Foods and spices.

Dear Sir,

Attached is the report you requested on June 11 2016 on a specific HR practice in a company. We have tried to meet your requests as stated, and hope the report is useful for you.

We selected the training and development function in Mehran Foods and spices, our approach to the issue involved working in three areas: meeting with the company personnel, taking their verbal interviews and study of the data and material the company provided us in this regard.

Our recommendations are also presented in the later parts of the reports as well.

We hope that the report is acceptable to the department. As a group we found the investigation interesting, challenging and most of all, hopefully rewarding in improving the company’s respective department.

Thank you.

TABLE OF CONTENTS

Contents pageAcknowledgments 3 Letter of transmittal 4Executive summary 5Introduction 6 History 6 Vision 7 Mission 7 Chairman’s message 8Business Model 9Awards 9Product line 9HR practices at Mehran Foods 10Training and development process 11

i. Objective and scopeii. Responsibility iii. Procedureiv. Training planv. In-house and external trainingvi. Training recordsvii. Effectiveness of training viii. Related documents

Discussion 14 Recommendations 14 Conclusion 15

ACKNOWLEDGEMENTS

Firstly, we thank Allah for helping us complete our work as desired and on time. Next. We would like to thank our HRM professor, Mr. Tabassum Nadeem. Who not only gave us this interesting task to write about an HR activity of an actual organization but taught us all the details of the subject itself. This helped us a lot in compiling our final report.

We also want to extend our special acknowledgements to MEHRAN FOODs and specially Mr. Aziz Khan for allowing us to gather the required data and gave us their valuable time for interviews to successfully complete the assigned task/study and compile this report.

Last but not the least; we thank our families for their unconditional love and for believing in our ability to complete the assigned task with great competence.

EXECUTIVE SUMMARYThis report provides an analysis and evaluation along with relevant recommendations of the Training and Development techniques used in the Human Resource & Administration department of MEHRAN FOODS. We have chosen this topic because we believe that this is the root for every business, and effective Training and Development strategies result in improved outcomes for the organization. The main objective of this report is to study the Training and Development practices at MEHRAN FOODs and to determine their effectiveness. Methods of analysis include in depth interviews and questionnaires. Details of questions are available in appendices. The source of data was mainly primary data. Sample size was 5 due to limitation of access to employees. Results of data collected show that the company follows strict and fair Training and Development procedures. They believe in hiring competent individuals regardless of gender, age and other biases and provide them with adequate training facilities. The findings also indicate that the company does not use any formal training evaluation methods which is a major weakness when it comes to competency of the individuals recruited and ultimately selected as well.

HISTORYMEHRAN Spice & Food Industries started its journey in 1975 and within a few years of its inception, the company grew to become one of the leading spice & food industries globally. As time passed, the product range at Mehran increased from spices by adding ready mix recipes, rice, pickles, chutneys and sweet items.Mehran is a world leader in quality rice, equipped with the most advanced rice plant from Germany. The plant, which is one of the few in Pakistan, has enabled Mehran Super Kernel Basmati Rice to become one of the top selling basmati rice in the world.

Mehran Spice & Food Industries is an ISO 9001 & HACCP certified leader in the quality food business. Our mission is to be a consumer oriented company with a keen insight of food products ensuring quality, consistency and an authentic taste, backed up with state of the art technology to obtain optimum results. We are building a business in which high standards permeate all aspects of our company. Quality is a state of mind at Mehran Spices & Food Industries.

Mehran Spice and Food Industries have been honored with "The Best Export Performance Award" from FPCCI every year since 1984, besides other national and international awards. Mehran has also been awarded the "The Best Export Brand of the Year Award" from FPCCI for the year 2009-2010. Over the years, MEHRAN's production facilities have been set up locally and globally.

Chronologically:

1975,Mehran Spice & Food IndustriesS.I.T.E Karachi-Pakistan•1988,Pure Food Ltd.Jebel Ali Free Zone-Dubai

2002,Thar Roller Flour Mill Naukot,Tharparkar District, Sindh-Pakistan•2003,Mehran Spice & Food IndustriesKorangi Industrial Area-Karachi-Pakistan•2007,Gul Mohammed Spice FactoryJeddah-Kingdom of Saudi Arabia

Keeping in view the global success of Mehran, the company aims to establish itself in

Pakistan as well. The spice market in Pakistan is ever expanding and penetration into such a huge market is an arduous task. Nevertheless, Mehran was up to the challenge and established effective distribution networks successfully all over Pakistan. Today by the Almighty's grace & support from our valuable customers, Mehran enjoys a leading position in the market place.

"The world knows MEHRAN, now it's your turn."

VISIONTo become the best food products company locally & globally, that has and will continue to provide quality food products to its valuable consumers.

MISSIONTo promote & maintain MEHRAN Spice & Food Industries as a quality food products company, that is welcomed into the hearts & minds of kitchens everywhere, locally and globally.

Committed to serving customers globally

CHAIRMAN'S MESSAGE Gull Mohammad Lot

At Mehran, we aim to provide our customers with the highest quality & hygiene standards. Our raw materials are procured from the most purest resources, our hi tech eco friendly machinery is imported from all over Europe allowing Mehran to process & pack our products with virtually untouched human hands.

"The Customer is always right, and deserves the best"

 

BUSINESS MODEL:

Mehran food and spices is leading their organization because of their wide range of products and the availability of the products in different regions of the world. The major competitors are Shan foods and National Foods. Whose product line is similar to that of MEHRAN’s.

AWARDS:

Since 1984, Mehran has consistently won the "Best Export Award" from the FPCCI.

PRODUCT LINE:

Straight spices:

Curry powder, chili powder, black pepper powder etc

Recipe mixes:

Biryani, Qorma, Butter Chicken etc

Pickles and Chutneys:

Mix pickle, Garlic pickle, Green chutney etc

Desserts:

Badam kheer, sheerkhorma mix etc

Rice:

Wide range of rice from Basmati to tota.Pastes:

Garlic paste, red chili paste etc

All these products are available in polybag or Pet jar.

HUMAN RESOURCE MANAGEMENT AT MEHRAN FOODS AND SPICES:

Mehran Spice & Food Industries takes pride in hiring the most talented and educated people of the country in order to achieve excellence. The Company is continuously emphasizing on human resource development through various performance management systems, information induction schemes and employee enhancement and development plans. For a company to survive in today’s competitive, corporate environment; it is mandatory to hire and retain positive people who contribute to the overall growth of the company, country and the community at large.

Success is dependent upon the collective energy and intelligence of all our team members. Company strives to create a work environment, where motivated team members can flourish and succeed in reaching their highest potential. At Mehran, company appreciates teams' efforts and reward results accordingly.

Self-Responsibility

Company takes responsibility for successes and failures. Company celebrates success and sees failures as opportunities for growth.

Self-Driven Teams

The fundamental work unit of the company is the self-driven team. Teams meet regularly to discuss issues, solve problems and appreciate each others' contributions. Every Team Member belongs to a Team.

Open & Timely Information

Company believes knowledge is power and support team members' right to access information that impacts their jobs. The books are open to our team members, including annual individual compensation report. Company also recognizes everyone's right to be listened to and heard regardless of their point of view.

Incremental Progress

Company continually improves through unleashing the collective creativity of all team members. It recognizes that everyone has a contribution to make and by allowing them to contribute, thus evolve as an organization.

Shared Fate

Company recognizes there is a community of interest among all of our stakeholders. There are no entitlements; and share a collective fate. Company rewards our employees through different means: a salary cap that limits the compensation (wages plus profit incentive bonuses) of any team member to nine times the average total compensation of a full-time team member in the company.

Training and Development process in Mehran Foods and Spices

Training and skills development Training and skills development comprises a broad range of activities and arrangements, including formal and informal training, job-rotation, traditional class-room courses, internal vs external training, cooperation with e.g. universities, competence mapping, (personal) training plans (development plans), special (introductory) training for newly recruited people, mentoring and the use of new organizations or technologies in training, such as E-learning. One other important issue is the question of the cost/benefits of training and how to measure and evaluate the outcome of training activities. The importance of training is stressed by a growing gap between existing competences and skills and those competences and skills that are required to meet future challenges and ensure a successful modernization of official statistics. A framework of skills/capabilities begins with a gap analysis and a description of how to close the gap. Lack of resources is a major barrier. To stay updated competences of employees need to be assessed and trained regularly. This is sometimes referred to as competence management, other times as development plans. The key issue is that the management regularly assesses the skills and knowledge of the employees in a systematic way and follow-up on this. E-Learning offers possibilities of training that are less restricted by space and time and which can be used for both general training or more specific purposes or for specific groups of staff, for training in regional offices. It also has potential for use across countries since the same E-learning course could be offered to different countries and hence be available for much more people than would be possible in traditional class room training. E-learning can be developed at relative low costs compared to traditional training, but there is also evidence that it may be less efficient and that it should be followed up closely or complemented with face-to-face activities.

Procedure for Training

1.1 Objective & Scope:The purpose of this procedure is:

a) To identify the training needs and ensure that entire workforce has necessary knowledge and skills to carry out their activities.

b) To enable all personal to reach their full potential.c) To improve efficiency and effectiveness of all company activities.d) To enable new techniques and skills to be introduce in a timely manner.

1.2 Responsibility:HR Manager is responsible for implementing and maintaining effective control of the procedure.

1.3 Procedure:3.1 Identification of training needs:

3.1.1 The training need assessment (TNA) is conducted to identify the training needs and to enhance technical skills and professional capabilities to staff, which ultimately improves the efficiency and effectiveness of company activities.

3.1.2 Training needs are identified on “Training Need Assessment Form” by concerned Domain Manager at the end of each financial year and that of Managerial Staff by Senior GM. For a new employee concerned Domain Manager assesses training needs.

3.1.3 Training need can also be identified as and when required to enhance the professional capabilities using Training Needs Assessment form.

3.2 Training Plan:

3.2.1 Based on TNA HR prepares “Annual Training Plan” after consultation with Domain Managers. In case of any change “Annual Training Plan” is updated by HR. The former “Annual Training Plan” is cancelled by writing “Cancelled” , otherwise it will updated at the end of each financial year, after getting fresh TNA by Domain Manager.

3.3 In-house and External Training:

3.3.1 This training plan cover in house training of staff and external training as well, which is based on the training programs being by various institution.

3.3.2 HR will ensure all necessary arrangements for in-house training after consultation with Domain Manager. For external training GM administration is final deciding authority.

3.3.3 Training are selected either from different domain within company keeping in view their level of competency in the field of training or external trainers can be called in the company keeping in view their market reputation and cost of training.

3.4 Training Records:

3.4.1 Generally the in house training records are filled in Training Attendance Form where as these records are kept and maintained by HR who is overall responsible for updating the training records of the employees.

3.4.2 These training records are maintained in the separate folder for one year.

3.5 Effectiveness of Training:

3.5.1 Domain managers monitor the training imparted by the trainers. After proper testing and getting the recommendation of the trainer about the trainees, the evaluation of the training imparted is done by the domain manager. The respective

“Training Need Assessment Form” may be filled for any weakness remained in any employee by the respective domain manager.

1.4 Related Documents:

5.1 Training Need Assessment Forms MSFI/3/HR/018

5.2 Annual Training Schedule MSFI/3/HR/019

5.3 Training Attendance Form MSFI/3/HR/020

Discussion:The literature and analysis provide adequate knowledge about the Training and Development processes at MEHRAN FOODs. Based on that analysis, it has been observed

and concluded that Training and Development activity indeed acts as a baseline for all other HR activities and company should not compromise its standards in this regard. The Management needs to implement effective employee training and development program. It will benefit MEHRAN FOODs in longer run because if the company will take care of Training needs of employees then employees will direct their energies towards achieving organizational goals more effectively. The company needs to develop effective procedures of Training that are applicable to their businesses as per their requirement and strategic goals. Furthermore, managers at all levels are provided training in terms of developing Job Descriptions and helping the HRD to recruit and select the most suitable candidate. It is imperative for the organization to evaluate and rate its training procedures in order to timely correct and/ or improve them. International standards of Training and Development needs to be implemented by MEHRAN FOODs in order to further enhance the working methodology of the company.

Recommendations:The report suggests the following recommendations for improvement in the training and development program of Mehran Foods and spices:

1- Training must include job description preparation at each level to enhance effective recruitment.

2- More effective procedures should be developed for training to meet the strategic goals.

3- Regular rating and evaluation of the training programs for future needs.4- The training and development programs should be matched with international

standards.5- Incentives should be provided to employees for motivation.

Conclusion:

This report provides an analysis and evaluation along with relevant recommendations of the Training and Development techniques used in the Human Resource & Administration department of MEHRAN FOODS. We have chosen this topic because we believe that this is the root for every business, and effective Training and Development strategies result in improved outcomes for the organization. The main objective of this report is to study the Training and Development practices at MEHRAN FOODs and to determine their effectiveness. Methods of analysis include in depth interviews and questionnaires. Details of questions are available in appendices. The source of data was mainly primary data. Sample size was 5 due to limitation of access to employees. Results of data collected show that the company follows strict and fair Training and Development procedures. They believe in hiring competent individuals regardless of gender, age and other biases and provide them with adequate training facilities. The findings also indicate that the company does not use any formal training evaluation methods which is a major weakness when it comes to competency of the individuals recruited and ultimately selected as well.