Tapal HRM Project
Tapal HRM Project
Tapal HRM Project
HRM
Contents
1. 2. 3. 4. 5. 6. 7. 8. 9. Company Profile Vision, Mission & Values Structure Human Resource Management Best Practices Employee Engagement Change management Gauging Behavior Evaluation and recommendations
1. Company Profile
HISTORY OF THE COMPANY
In 1947, Tapal started out as a family concern under the supervision of its founder, Adam Ali Tapal. Initially, Tapal started with a single unique blend of tea, named FAMILY MIXTURE. It had just 1 outlet in Jodia Bazar, Karachi. Its distribution channel spread across the country under the leadership of Faizullah A. Tapal. Currently, company is achieving new heights under the leadership of founders grandson, Aftab A. Tapal.
1. Company Profile
BRANDS
The company has 10 brands under its umbrella.
1. Company Profile
OPERATING REGIONS
To Provide information & trainings to employees for their development and improvement
To indulge in environment friendly business activities that generate positive influence to society
3. Structure
Corporate Hierarchy
Tapal has a flat organizational structure
CEO: Aftab A. Tapal DIRECTOR: Mehvish Tapal COO DIRECTOR: Kumail Tapal CCO
3. Structure
Culture and Environment
Friendly environment with respect for each team member of organization Healthy culture of mutual trust and openness Comfortable work area with international standard facilities Diversified with both male and female workforce Tapal is networked organization which allows people to communicate and work together Tapal does not face any ethical or cultural issues
months earlier Head-hunt process is completed in 45 days max. First priority is given to existing employees Selection criteria is based on skill set, abilities and personality requirement of a specific job Judgment is based on knowledge and attitude towards life and work.
- Employees experience with the company - Improvement opinions/ideas If the company finds an employee involved in some fraudulent act then the person is directly terminated without any notice.
5. Best Practices
Succession Policy
Tapal has a succession policy, every manager has a successor who can replace him in times of need.
5. Best Practices
Situational Leadership
Situational Leadership is used for shaping up strategic Management Culture.
6. Employee Engagement
Skill Improvement through Training
On
In-house trainings on leadership, team work and communication improvements Special workshops for executives Evaluation is done before and after the training
6. Employee Engagement
Innovation and Creativity
Appreciation of creativity and innovation is among the core values Tapal Tea is honored to have taken the lead in a number of areas in the tea industry -The first to invent the highly successful brand Danedar Leaf Blend. -The first tea company to introduce metal-free tea bags. -The first to market Kenya teas in Pakistan. -The first tea company to be awarded the ISO 9001/2000 Quality Certification
6. Employee Engagement
Increasing Employee Motivation
Job enrichment and job enhancement procedures. Employees are provided with flexi timing so they can balance their work as well as personal lives Right to express opinion and ideas Challenging and meaningful work with opportunities for career advancement Open door policy of communication
6. Employee Engagement
Increasing Employee Involvement
Employees are encouraged to take initiative and bring in new ideas for work improvement. They are given ownership and responsibility of their work. Appreciation on achievement Cordial relationship with bosses and co-workers
8. Gauging Behavior
Measuring Attitudes
360 degree Feedback program Feedback is provided by -Subordinates -Peers -Supervisors -Customers -Suppliers -Stakeholders
8. Gauging Behavior
Measuring Job Satisfaction
No such method for measuring the job satisfaction of employees is used.
8. Gauging Behavior
Coping With Temporariness
Provides trainings to employees in order to cope up with temporariness. The employees have no fear of termination as the company gives proper chance to prepare for the upcoming changes.
8. Gauging Behavior
Absenteeism & Turnover
Absenteeism and turn over is low
9. Evaluation
BUSINESS PRACTICES AT TAPAL
EVALUATION: The company practices some of the best business management programs RECOMMENDATION: The management should also employ some program to measure employees job satisfaction and motivation like Single global rating Summation of job facets.
9. Evaluation
ORGANIZATIONAL CULTURE
EVALUATION: Work environment is comfortable, friendly and enjoyable with international standards and facilities RECOMMENDATION: The culture and environment should be maintained
9. Evaluation
HUMAN RESORCE MANAGEMENT
EVALUATION: Human resource practices of Tapal are satisfactory RECOMMENDATION: There is no policy of short term incentives or rewards inform of cash or gift items. Such a policy like rewards for creative suggestion should be introduced to promote the small steps make great difference philosophy
9. Evaluation
RELATIONSHIP OF EMPLOYEES WITH ORGANIZATION
EVALUATION: In general, employees are satisfied to be working with Tapal. They are proud to be associated with the company and are loyal to it. RECOMMENDATION: Employee motivation and loyalty to the company should be maintained by continuing its policies.
Tapal has successfully invested in the area of Personal management of its employees and has reaped extensive benefits in terms of profits and a renowned brand, with all embracing employee loyalty