HUMAN RESOURCE MANAGEMENT AT TAPAL

EXECUTIVE SUMMARY
From the dimmest of history when around 2727 B.C. a few leaves of a wild shrub tea blew into the royal bowl of boiling water being sipped by the legendary Emperor Shah Nung, known as the Divine Husbander as well as a patron of arts. Tapal Tea here brought tea from the royal bowl to the common persons cups as the most sought after beverage the country over. Under the management of the founder's son, Faizullah A. Tapal, the company continued to grow and innovate. Currently it is being managed by the founder's grandson, Aftab F.Tapal who has continued giving further strength to the foundations of quality laid by his family. After studying abroad, Aftab F.Tapal returned to introduce professional management and unique production ideas into the business. His progressive outlook resulted in the total automation of the tea plants in Karachi. Their motto "never compromise on quality" remains the byword on the lips of all engaged in producing Tapal Tea that has resulted in customer's brand loyalty and their unflinching addiction. The testimony of their quality has made them the first tea company in Pakistan to earn the ISO-9001: 2000 Quality Certification, the symbol of supreme quality standards. Pioneer of the Danedar category in Pakistan, Tapal's Danedar remains a firm favourite around the country with its grape-nutty appearance, rich golden color and a strong refreshing taste. In fact its popularity is such that several multinationals have launched their own versions, but Tapal remains the original and ultimate Danedar because of its unique color and taste.

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INTRODUCTION
Tea is a truly international beverage that is savored by people worldwide because it can relax as well as revive you it is a way to enjoy family time, bond with friends or reenergize during a busy day. Across Pakistan and now around the globe, more and more tea lovers are choosing a heart-warming cup of Tapal tea! That is why Tapal with over 62 years of experience in the art of tea blending has created an entire range of excellent brands that can be savored in the morning, sipped at noon, or relished at night. A team of 300 professionals ensures that your favorite Tapal Tea meets and exceeds international standards. No, wonder this family concern is today a leading FMCG company marketing some of Pakistans bestselling blends, with an ever-growing fan base around the globe.

Tapal Believes In
Respecting the environment & Generating economic benefits Creating positive influence in the society Creating opportunities for good quality life.

Statement of commitment
To satisfy our stakeholders Be a benchmark for quality, creativity, and ethical values. Achieve leadership in all categories & To act locally but think globally

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BRIEF HISTORY OF TAPAL

Founded in 1947 by Mr. Adam Ali Tapal. Mr. Adams unique blend called Family Mixture Progress continued with Mr.Faizullah Tapal, Aftab Tapal and the transition to modern management.

VISION
Achieve leadership in all categories of our core business and diversify in areas, which compliment the core business.

MISSION
To satisfy our stakeholders and as a guiding principle to our business be a benchmark for Quality, Creativity and Ethical values.

CORE PRODUCTS OF TAPAL

1. Tapal Danedar 4. Shades of Green 2. Special Tea Bags 5. Tezdum 7.Tapal Special 3. Family Mixture 6.Ice Tea

HUMAN RESOURCE MANAGEMENT AT TAPAL

Organization chart

CEO AFTAB TAPAL

DIRECTORS MEHWISH & KUMAIL TAPAL

CCO ABID RAZA

COO MOHAMMEDI MIABHOY

SALES

MKT

EXPORT

ADMIN

PMQ

IS

SC

HR

FINANC E

PROJECT

TSC

HUMAN RESOURCE MANAGEMENT AT TAPAL

BRANCHES
Operating From 06 Locations
Karachi Hyderabad Sukkur Lahore Islamabad
Multan

EXPORTING COUNTRIES
America Saudi Arabia Oman UAE Italy Spain
Greece

HUMAN RESOURCE MANAGEMENT AT TAPAL

HR STRUCTURE IN TAPAL
The HR department of Tapal is divided into South and North. South covers Sindh and Balochistan North cover Punjab and NWFP. The North division (Lahore) covers 30% of HR functions and comprises of 2 employees only. Strategic Function Of HR Based in South- Karachi include HR functions such as: Strategic Planning Succession Planning Compensations & Benefits Developments and Training Operations function of HR -based in south- Karachi includes preparing letters personal filing and other administration work.

HEAD COUNTS & DEPARTMENTS

Number of Departments: 13, Management Staff (Permanent): 350 +, Non Management: 2500 + 1. Human Resource (10) 2. Internal Audit (5) 3. Corporate 4. Admin 5. Projects 8. Finance (23) 9. Supply chain 10. Tea supply chain 11. IS (IT) 12 .Commercial 13. Production 6. Marketing (Maintenance and Quality) 7. Sales (150 to 250)

HUMAN RESOURCE MANAGEMENT AT TAPAL

HUMAN RESOURCE HIERARCHY

CEO AFTAB TAPAL

HR Head Imran Ali Khan

HR Executive Danish Khan

HR Trainee (Contract)

HR Manager

HR Generalist

HR Executive (4)

HR Officer

HUMAN RESOURCE MANAGEMENT AT TAPAL

RECRUITMENT PROCESS FLOW CHART

Requirement Requisition

Walk-ins

CV Collection

Receptionist

Recruiting Process

Self-Assessment Forms Test

(Depends on Position)

Department Head

Initial Dept Interview

HR Interview HR Head Documents Verificatio n Offer Letter

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MAN POWER PLANNING PROCESS

Man power planning process starts 2 month earlier Each department submit their new employee requests to HR That contains: Reasons for the requisition of new employee Job responsibilities Job description Job specification Rational arguments of what value the new employee would add to the company. Hr manager agrees, disagrees or negotiates with the concerning department to come to a mutual understanding.

SEPERATION PROCESS
One-month notice before leaving. Dues cleared on last day. In case of frauds or any false act, the person is directly terminated.

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PERFORMANCE MANAGEMENT
Organizations try to manage the performance of each employee, team and process and even of the organization itself. The performance management process is very similar, regardless of where it is applied.

Tools
Induction Appraisal Fact Sheets
Learning & Development

Induction
Any new employee in Tapal is given enough training before being assigned tasks.

Fact Sheets
The use of personnel appraisal fact sheets in Tapal is one of the many tools in performance management manager grades the performance of the employee on their performance in meeting the objectives as set out in the appraisal form.

Learning and Development

It is used to improve employee performance. This helps employees to understand the processes of the organization in detail.

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BENEFITS

OF

PERFORMANCEMANAGEMENT
The benefits of using a structured approach for enhancing employee performance are as follows:

1. Improved Business Profits

The bottom line of an organization improves significantly by increasing employee productivity and quality of work.

2. Increased Employee Responsibility

Communicating realistic but challenging job expectations and making employees accountable for their decisions and actions result in noticeable improvements in employee tardiness, absences, and organizational commitment.

3. Equitable Treatment of Employees

All employees are treated fairly by implementing standardized procedures that promote consistency throughout an organization.

4. Enhanced Quality of Work Life

Employees experience greater job satisfaction because they become more successful. In addition, employee conflict is kept to a minimum.

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EMPLOYEE RELATION & UNION

Government Regular Labor laws are being followed. Matters related to labors and labor laws managed by the third party. They have given the contract so that third party looks after all labor issues. No Union at Tapal from last 04 years

ORGANIZATION DEVELOPMENT & CHANGE MANAGEMENT

HR Management at Tapal diagnoses the most important priorities to address in the organization, design a change-management plan in accordance with other department managers, and then guides the organization through the necessary change. Tapal conducted 03 major training programs in 2009 those programs were on Change management and team building.

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Problem - Solution Management

In order to make sure that there are no conflicts in the channel due to dissatisfaction amongst the customers and consumers: Tapal has the following management philosophies: Accessibility-Open Door Policy On-Going Training & Development Discipline & Respect at every level Participative Management Style Performance Appraisal System

MOTIVATIONAL TOOLS
Tapal motivates its employees by giving them the sense of personal integrity Job Enlargement Maximum interaction between employees and managers that provides positive feedback.

Motivational Strategy
Tapal offers fringe plus monetary benefits. Fringe Benefits: Transport, health services etc. Monetary Benefits: Festive bonuses

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TALENT MANAGEMENT PROCESS

ANALYSIS OF FUTURE SKILLS REQUIREMENT

MOTIVATION & RETENTION

COMPETENCIES ASSESSMENT

TRAINING & DEVELOPMENT

1) Analysis of future skills requirement

It identifies the skills currently Tapal has and enable a comparison of these skills with the competencies required to accomplish goals and objectives in relation to the planning function. This comparison will identify any skills gap between current abilities and future needs.

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2) Competency assessment
It is an ongoing process of continually building knowledge and skills. Organizations are much more dynamic now and competency assessment addresses the need to stay ahead of the curve. Through such assessment, the HR department of Tapal enables to determine that what competencies they should have in near future.

3) Training & development

It is a subsystem of an organization. It ensures that randomness is reduced and

learning or behavioral change takes place in structured format.

4) Employee motivation & retention

Employee motivation & retention at TAPAL involves a simple process that encourages and uplifts individuals or teams remain engaged with the Company in the long term. It is beneficial for both the employee and the employer.

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TRAINING & DEVELOPMENT

Tapal Offers:
1. INDUCTION TRAINING 2. ON THE JOB TRAINING 3. OFF THE JOB TRAINING

Methods of Training:
SEMINARS/ WORKSHOPS VISUAL AIDS The training program of Tapal is done at the plant usually. This training is for the engineers and labor who work at the plant. Tapal gives priority to In-House training through their train the trainer Program, that is usually needed when trainings are needed at functional, technical, or auditing levels.

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RECOMMENDATIONS / SUGGESTIONS
There is no policy of short-term incentives or rewards in form of cash or gift items. Tapal do not believe in small recognitions .This may have an adverse effect on employees as they may get an impression that only outstanding performances are being notices and rewarded , leading to the death of concept that say small steps lead to big difference. The ratio of conducting trainings for the employees has been lower than before which could be negative for them in a long run. Work force planning procedure should be more effective so that Tapal can get the more competent employees as compare to their competitor LIPTON.