CPP LINE 2 GROUND BREAKING CEREMONY OF APRIL - JUNE VOLUME 24

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1 APRIL - JUNE AN IN-HOUSE NEWSLETTER FOR COMPANY EMPLOYEES VOLUME 24 CONTENTS 01 Ground Breaking Ceremony of CPP Line 2 02 Visit of Guests from Mitsubishi Corporation 03 Visit of GM Plastic Department from Mitsubishi Corporation 03 Editor s Note 04 Visit of Mr. Joseph Mueller at Tri-Pack GROUND BREAKING CEREMONY OF CPP LINE 2 It was a clear, sunny day on June 9, Everyone felt the fascination and anticipation in the air; leveled ground was fenced with sheet plates and a concrete transit mixture was ready, standing aside, creating a hissing sound. It was the ground breaking ceremony of the New CPP Plant 2 project. The project team imparted their utmost effort to make the inauguration day a memorable one. Our highly esteemed Chairman, Syed Babar Ali, arrived at the site, along with Mr. Shahid Hussain, Managing Director, Tri-Pack. The Project Manager delivered a brief on the project layout to the guests and elaborated on the different phases of the projects. Our Managing Director also explained and highlighted the importance of the upcoming project. The Chairman appreciated the efforts of the Project team and all the participants offered Dua for the success of the upcoming project. After the Dua, the concrete pouring ceremony took place. Syed Babar Ali initiated the pouring of concrete, followed by the Managing Director, and so on. Afterwards, he met other key Managers for lunch and imparted valuable tips on general improvement. The atmosphere was cheerful and highly knowledgeable for our managers who grasp the respective knowledge from the experience of our honorable Chairman. Muhammad Atiq Khan Senior Project Engineer 05 Re-Certification Audit for Integrated Management System 06 Course on Marketing Strategy at LUMS 07 Workshop on Understanding Seven Major Labour Laws 07 Recruitment Drive Editor: Muhammad Naveed Kasmani I Sub-Editor: Alina Rizvi 08 Performance Appraisals at Tri-Pack 10 Smart Purchasing Skills 11 In-House Training Session on First Aid Skills 12 Fire Fighting Trainings at Tri-Pack

2 Visit of Guests from Mitsubishi Corporation Mr. Takeshi (TAK) Hagiwara, Senior Vice President, Division COO, Functional Chemicals Division of Mitsubishi Corporation Limited visited Tri-Pack along with Mr. Masahiro Takashashi Deputy General Manager Chemical Division Mitsubishi Corporation and Mr. Shahid Hussain Managing Director Tri-Pack Films Limited on May 2,

3 Visit of GM Plastic Department from Mitsubishi Corporation On June 6, 2013 Mr. Yasumasa Kondo, General Manager, Plastic Department, Functional Chemical Divisions and Mr. Masahiro Takashashi, Deputy General Manager, Chemical Division, Mitsubishi Corporation visited Tri-Pack Films Limited Port Qasim. Guests were welcomed by Mr. Muhammad Asadullah Butt, Operation Manager and undersigned then they had a meeting with Mr. Shahid Hussain, Managing Director, Tri-Pack Films Limited. Afterwards they went around the manufacturing facility of BOPP and CPP Plants. Mohammad Monir Khan Plant Manager PQ Editor s Note Assalam-o-Alaikum to everyone I sincerely hope that you all enjoyed reading the Jan-Mar 2013 edition of Tri-News. It was a pleasure putting it all together for your benefit and I hope to continue bringing out more interesting editions with your assistance. As always, we strive to showcase the best - most relevant and engaging of what s happening around Tri-Pack. We appreciate your submissions and feedback and would love to hear any suggestion from your end. Muhammad Naveed Kasmani Editor 3

4 Visit of Mr. Josef Mueller at Tri-Pack On May 6, 2013, Mr. Josef Mueller, Ex-Managing Director of Nestle Pakistan, and Syed Aslam Mehdi, Director & General Manager, Packages Limited, visited Tri-Pack Films Limited, Port Qasim. The guests were welcomed by Mr. Shahid Hussain, Managing Director, Tri-Pack Films Limited. Afterwards they went around the manufacturing facilities of BOPP and CPP Plants and were given a detailed presentation of the Company followed by a discussion on the future business plans and various aspects of mutual interest. 4

5 RE-CERTIFICATION AUDIT FOR INTEGRATED MANAGEMENT SYSTEM After successful completion of three years certification period for the following Management Systems. Quality Management System (ISO 9001:2008) Environment Management System (ISO 14001:2004) Occupational Health and Safety Assessment Series OHSAS (18001:2007) HSEQ Policy HSEQ Management System of Tri- Pack Films Limited HSEQ Manual of Tri-Pack Films Limited, Top level documentation and major systems of the HSEQ. Internal and External Communications Management Involvement (includes Management Review) Review of status of hazards identification, objectives, targets, OH&S risk assessments and applicable programs. Review of commitment to comply with Regulatory and Other Requirements, Continual Improvement. Performance Measurement and monitoring including Corrective Actions. Accidents, Incidents, Non-conformance and Corrective / Preventive Action in other sections HSEQ Management System Internal Audits, Assessments of Regulatory and Other Compliance Requirements Human Resources / Training plan & Records TPF Management arranged Re-certification of Integrated Management System from M/s SGS Private Limited and the audit team from M/s SGS conducted a process-based audit at both Tri-Pack Hattar, from June 12 to June and Tri-Pack Port Qasim, Karachi from June 17 to June , focusing on significant aspects/ risks/ objectives. The audit methods used were staff interviews, observation of activities and review of documentation and records. On 18th June, 2013, while concluding audit at Tri-Pack Port Qasim, M/s SGS team announced the successful recertification of Integrated Management System for the next 3 years for both Factories. (Humayun Naseer) Management Representative Following areas were focused by the Audit Team for review. 5

6 Course on Marketing Strategy at LUMS A four day training course on Marketing Strategy was formulated and arranged by Rausing Executive Development Centre, LUMS from May 13 to May 16, Mr. Umer Tariq Sultan, Mr. Ali Hussain and undersigned were representing Tri-Pack Films Limited, among other participants from renowned companies of Pakistan. The course was designed by Mr. Ehsan, Miss Farah and Mr. Jamshaid with highly impressive deliberation and it was beautifully contrived and very well-articulated with intrinsic values. Main features of the course were how to develop a successful marketing strategy in different fields and scenarios. It also helped us to understand the main tool for developing marketing strategy. In the end a game Mark Strat was played which helped us to create a marketing strategy with a given product and targeted market, which was close to reality, thus it was the practicing field of what we had learnt from the course. I found the event to be stimulating, rewarding and in short the training provides an opportunity to have unique and informative interactions with peers from other companies and organizations. Ahsan Amjad Area Sales Manager 6

7 Workshop on Understanding Seven Major Labour Laws On May 21 & 22, 2013 a workshop on Understanding Seven Major Labour Laws was organized by ACE Consultant at Marriott Hotel Karachi. Mr. Muhammad Naveed Kasmani HRD Coordinator and I attended the workshop on behalf of Tri-Pack. The workshop was designed for IR / ER & HR professionals with an aim to enhance their knowledge in legal obligations of employers, to provide a strong conceptual background and an overview of about major labour laws. The workshop also enabled the participants to understand major issues in Industrial Relations, HR & Administration and Social Compliance. In short, the workshop provided us a platform where we meet other participants to discuss key trends and developments in the field of labour laws. Afzal Ahmed Personnel Manager PQ Recruitment Drive Efficient and effective human capital is proven to be the basic pre-requisite for every successful organization. Likewise, at the heart of Tri-Pack, recruitment itself an ongoing process with an objective to attract, screen, select and take on board the best talent from the market. At Tri-Pack our hiring process is transparent, nondiscriminatory, and promotes fairness. In addition it also complies with all Federal and Provincial laws, regulations and policies. In short, we strongly believe in hiring and retaining the best people, driving performance and employee engagement are the top-notch priorities for us to sustain our competitive edge. To envision our aim, we have significantly increased our focus on attracting the best talent. Alina Rizvi HRD Executive 7

8 Performance Appraisals at Tri-Pack Performance appraisal itself is a continuous process of identifying, measuring and developing the performance of individuals along with aligning the performance of employees with the strategic goal of the organization. A well versed TNA (Training Need Analysis) is identified. This helps the Human Resource department in conducting In-House and External Trainings of the respective employee in accordance with the need identified in the appraisals. It also offers employees and managers with opportunities to discuss areas in which employees excel and those in which employees require improvements. For this purpose, the Human Resource department conducts conducive and efficient performance appraisal programs. One appraisal program is held biannually, also known as Mid Year appraisals, from January to June. Annual appraisals are conducted from July to December. The undertaking of these appraisal programs is one of Tri-Pack s HRD department s most important activities, during which all the line managers and departmental heads actively participate in order to ensure its clear and precise implementation. The appraisal program has been functioning successfully since its execution in SAP in The application of the appraisal program through SAP has proved to be the most efficient in terms of highlighting the employee s competency level, identifying the respective training requirements, in generating reports and most importantly storing data records in a paperless environment. The system of appraising the employees on a daily and monthly basis also exists which acts as a catalyst in their performances. The outcomes of this comprehensive activity are as follows: The employees performance ratings are also evaluated which helps the management to formulate decisions for their succession planning, compensation and benefits program. Consequently, promotions are rightfully offered to the deserving employees. Aim of Performance Appraisals Ensuring the clear differentiation between performers and non-performers. Clearly aligning the performance of employees with the strategic goal of the organization. Providing clear performance expectations. Providing a timely, objective and behavioral feedback. Encouraging a culture of consistent performance improvement and personal development. Fostering commitment to collaboration. Strengthening organization capability in alignment with our values. In addition, performance appraisals mutually benefit our organization and its employees. 8

9 Benefits to the Employees Clarity around management, business expectations and objectives. A transparent and consistent performance with a criterion of a determined career path. Increased motivation to perform at one s maximum potential, to stay loyal to the organization, and to encourage others to do the same. Provides opportunities for growth and development. Rewards accompanied with the different levels of business and personal performances. Benefits to the Company Competitive advantage through improved performance. A fair and consistent approach to measuring and rewarding performance. People aligned with strategic and operational priorities. Greater ability to calibrate performance. An enhanced performance, productive coaching and a developed culture. Roles and Responsibilities - Manager Demonstrating a fair and consistent approach. Provide timely and constructive feedback to an employee. Conducting regular performance dialogue with the employee. Communicate rating to the employee. To listen intently and respond appropriately to the employee s perceptions and feedback. Discuss the assessment of the employee s performance against objectives over the entire cycle, especially:- Strengths/achievements Weaknesses/deficiencies Development needs Roles and Responsibilities Employees Continuously reviewing personal performance. Demonstrating commitment throughout performance and when delivering results. Prepare efficiently for performance reviews (mid-year and year-end) Demonstrating a willingness to undertake challenging roles and to remain flexible in a dynamic environment. Alina Rizvi HRD Executive 9

10 Smart Purchasing Skills WORKSHOP ON SMART PURCHASING SKILLS In this highly competitive world business entities are facing tremendous pressure from different fronts. Now purchasing has more vital and critical role to play. By enhancing the effectiveness of Supply Chain a company could attain the increase in sales by increasing the service level and reducing in costs like inventory, transportation etc. In order to attain the company s objective, supply chain should be geared up to be more agile, more strategic and more customer oriented. For this, purchasing department should focus on innovation and creativity. Similarly supply chain risks should be identified and there should be a focus on sourcing, pricing and buying the right things at the right prices and at the right time by reducing the supply chain costs and managing the demands. As the pressure to reduce costs across industries is increasing, purchasers should enhance the skill sets for supplier relationships, improved communication and presentation skills and knowledge of ethics. There should be an ability to effectively manage the end-to-end supply chain through improved business acumen and an understanding of the big picture from a strategic perspective should exist. Relationship management will become even more important within the Purchaser s role as greater input from suppliers will be required. Creativity of suppliers, a supplier s willingness to invest resources to further company objectives, as well as overall ability of the supplier to reduce costs are a few of the determining factors for supplier selection of the future. Supply management will not be just about bringing parts in anymore. It will be about co-development with suppliers and sharing resources to reduce costs end-to-end. Suppliers will be required to assess and align their current capabilities and be more of a team player in cost assessment to keep up with the pace of global competition. When it comes down to it, success relies on purchasers ability to come up with innovative ways of doing things and placing people in the top positions that will look for new ways to make a positive difference - whether it is saving on costs or inventing a new way for capitalizing on suppliers strengths. Kashif Saleem Purchase Executive INCREASING COMPLEXITY INNOVATION AND CREATIVITY MANAGING SUPPLY CHAIN RISK ETHICS AND SUSTAINABILITY MANAGING DEMAND REDUCING ALL SUPPLY CHAIN COSTS RIGHT PRICE AND QUALITY RIGHT STUFF, RIGHT TIME, RIGHT PLACE 10

11 In-House Training Sessions on First Aid Skills Training on First Aid Skills given by Mr. Atique Ahmed at Plant Port Qasim 11

12 Fire Fighting Trainings at Tri-Pack Training is one of the most important parts of an organization s overall strategy. The need for training arises due to advancement in technology, need for improving performance and as part of professional development. One of the most important benefits of training for an organization is that, it provides skills inside the organization which reduces the overall cost of an organization s operations. Fire fighting is the key skill that every workplace and home environment needs. Due to its prime importance the HRD department ensures that the required skill set and overall proficiency of designated firefighters at Tri-Pack shall continuously be improved. Training on Fire Fighting Skills given by Mr. Atique Ahmed to newly inducted employees and security staff. 12