Our ability to persistently generate shareholder value is directly tied to adding value to our most important asset, our people. At Engro, there exists an unceasing commitment to follow the guidelines of our ‘Talent Management Strategy 2014’. This strategy defined our direction towards developing and propagating an enabling organizational culture via focus on improving diversity and inclusion, employee engagement, our leadership pipeline, inculcating loyalty and instilling a sense of pride within our employees.
We are institutionalizing the core strategic areas to this strategy. These are Learning and Development, Succession Planning framework, Leadership Development and Top Talent Framework, Diversity and Inclusion and Recruitment and Sourcing. The success of these is measured by a defined set of performance parameters adaptable to our own working culture and environment. We have continuous monitoring and improvement mechanisms in place that result in optimum desired outcomes. These are achieved by constantly engaging with our people through our annual employee engagement survey. Additionally, we have regular HR audits and training needs analysis/assessments, thus creating and delivering desired human capital value through enhanced functional excellence.
In the year 2016, we remained committed to our overall talent management strategy. We developed, implemented and monitored our performance to achieve our desired goal of creating meaningful value by attaining functional excellence for our people.