Our hallmark of continued sustenance and success is mapped through continuous value addition to our most important asset, our employees, “Our People”. At Engro, there exists an unceasing commitment to follow the guidelines of our ‘Talent Management Strategy 2014’. A strategy that defines our direction towards developing and propagating an enabling organizational culture that improves diversity and inclusion, employee engagement, our leadership pipeline, inculcates loyalty and instils a sense of pride within our employees.
We are proudly galloping ahead with institutionalizing our core strategic areas to this strategy. These areas 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 in turn result in optimum desired outcomes. These are achieved by constantly engaging with our people through conducting our annual employee engagement survey. In addition, we also have regular HR audits and training needs analyses/assessments. Thus creating and delivering our desired human capital value through enhanced functional excellence.
In the year 2017, our human capital value creation remained aligned with our talent development framework, managing existing talent by enhancing their capabilities, effective performance management and associated rewards. We also achieved 100% return to work for females employees. Our employee engagement survey showed positivity and achieved an average of 64% for the subsidiaries that participated.
