SHAMIM & CO

May 9, 2015

Authored by: 4S HR Group

Leadership Report 2015

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Leadership Report 2015

Shamim & Co

Report Submitted To:

Dr. Imran Hanif

Report Submitted By:

4S HR Group

Members Roll No:

Shahzaib Safdar MBH-12-39

Shakeel Umar MBH-12-04

Shabnum Naz MBH-12-36

Sadia Riasat MBH-12-56

MBA (HRM)

6th Semester

Bahauddin Zakariya University

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Table of Contents:

Acknowledgement

Introduction of PepsiCo & Shamim & Co

Vision & Mission

Products

Competitors

Management Hierarchy

Introduction of Human Resource Management Department

Scope of Project

Head of Training & Development Department

More Successful Leaders in Pepsi

SWOT Analysis

Leadership Management in Pepsi

Characteristics of Leaders

Leadership Styles or Approaches in Pepsi

Leadership Training Programs

Challenges in Leadership

Changing Nature of Leadership

Conclusion

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ACKNOWLEDGEMENT

All the Praise to Allah, the Most Merciful

We are grateful to almighty Allah for enabling us to complete the work presented in this term

report. It is through His unending Mercy that this task moved towards success.

We were assigned the project report on LEADERSHIP by our course instructor DR Imran Hanif.

We went to Shamim & Co (Khawar Center) to complete our project. We have formal Meeting

with International HR Trainer MR Jawad Zafar in Shamim & Co Multan. We are grateful to

respected Mr. Jawad Zafar (HEAD OF TRAINING & DEVELOPMENT DEPARTMENT) for

their moral support and encouragement throughout our project work. We gain practical knowledge

about the leadership in Shamim & Co.

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Introduction to PepsiCo:

Pepsi cola is being produced and consumed in 48 countries of world including Pakistan.

At present, Pepsi Cola is No. 1 in Pakistan in terms of sales wise and in market share. It is the

market leader. But overall in the world Coca-Cola is No. 1. In Pakistan, there are nine territories

where the franchised unit produce and sell Pepsi Cola. Some of these territories are:

1. Lahore

2. Karachi

3. Rawalpindi

4. Peshawar

5. Multan (Shamim & Co)

6. Gujranwala

7. Sakhar

8. Faisalabad

9. Baluchistan

Shamim & Co, MULTAN:

Shamim & company (Pvt.) Limited is a franchise of “Pepsi Cola International”. The company

established in 1964. Mr. Allah Nawaz Khan Tareen was the founder of the company and also

chairman. Now a day MD of Pepsi Cola Multan is Alamgeer Khan Tareen son of Allah Nawaz

Khan Tareen. It is a great pleasure of “Shamim & Company” that it was Second Beverage

Company of Pakistan that time and this time one of famous Beverage Company of South Asia.

PepsiCo Franchise Shamim & Company covering 11 districts. Shamim & Co Multan has very

committed staff and this is the reason that it captures more than 80% of market share. Company

has now serviced new experienced & competent sales staff & increases this share to 90% and

above. Depending on the potential of the town we have one and more than one distribution in each

town. At this time four distributions are working in Multan. Sales supervisor, sales officer is

responsible for all the activities of the entire distributor.

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Vision Our vision is put into action through programs and a

focus on environmental stewardship, activities to

benefit society, and a commitment to build

shareholder value by making PepsiCo a truly

sustainable company.

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Mission Our Mission is to be the world's premier consumer

Products Company focused on convenient foods and

beverages.

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Products:

Pepsi cola

Pepsi Diet

7UP

Mirinda

Mountain Dew

Sting

Slice juice

Lemonade

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Competitors:

Following are the competitors of Shamim & Co

Coca cola is one of the major competitors

Gourmet Cola

Amrat Cola

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MANAGEMENT HIERARCHY

Managing

Director

General Manager

Technical

General Manager

Sales

General Manager

Finance

General Manager

Operations

Manager SIS &

Research

Manager

Production

Manager Quality

Control

Manager Finance Manager Account

Manager Sales &

Marketing

Manager AdminManager

Personal

Manager

Shipping

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Introduction of Human Resource Management Department:

All hiring and firing decisions are done locally by the franchise. There is no involvement of even

Country Office. All decisions regarding pay scales, promotions, demotions and increments are

done by the franchise itself. All training arrangements are made by franchise itself. Hiring is also

done through references and also use Rozee.pk for post the advertisement of required positions.

HR Objectives: To look out for the well-being of all employees of the company.

Provide leadership and direction to employees of the company.

Career Development planning for all employees of the company.

Ensure thorough training of nationwide employees.

To provide individual employees with orientation on the company at the time of joining.

To provide employees with solutions to their problems.

Maintaining data records of all employees of PEPSICO (HR Information System).

To evaluate and retain those employees who are assets to the company.

HR Policies: Policies are legally compliant with clearly expressed processes for timely revisions and a

framework in place to foster employee adherence.

Friendly, conversant, flexible and congruent with business environment.

HR PLANNING:

HR planning’s purpose is to determine what HRM requirements exist for current & future

supplies & demands of workers. The organization ensures that they have the right number and

kinds of people at the right place; this task is accomplished by regular recruitment and selection,

performance evaluation, Promotions, Regular Training and development programs.

Recruitment Procedure:

Major sources of potential job candidates are:

Newspaper Adds

Internal Search Advertisement

Employees Referrals (Permanent Employees of SCL)

Manager’s Recommendations

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CV acceptance Qualification

Experience

Written

Test

Demand generation by

respective department

If Qualified

Final

Selection

Joining

Process of Recruitment and Selection Chart:

RJP

3rd Interview 2nd Interview 1st Interview

Panel interview By Team Tracking Manager with GM Respected Department

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The candidates are selected on the basis of

Written Test

Interview by HR Manger

Interview by Concerned Department Head

Final Interview by MD/Director

Interviews for worker level job where qualification and skill requirement is low, this formal

procedure is not adopted rather candidates abilities are fledged by department head and

sent to factory manager for approval. Orientation is the introduction of new into his or her

job & the organization.

Selected candidates in Shamim & Co training is generally on the job. Employees in all

departments are learning by the time or with the help of seniors.

Scope of Project:

The scope of this project has great importance because now a days companies wants to become

more competitive and Benchmark. They want to gain sustainable competitive advantage in their

industry and this become possible with Leaders. When companies polish the skills and abilities of

their competent and talented employees through training then they definitely play the leader role

and become more beneficial for their companies. Leadership has great worth because without

leaders the team or employees can’t learn and reach their destiny. Leaders provide clear direction

to their employees or team members. They encourage and support them so that they achieve their

tasks and goals. We learn more from our project of leadership. We come to know about the success

story of Mr. Jawad Zafar and it happens only due to our course instructor Dr. Imran Hanif who

suggests for us to learn practically about the leadership.

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Head of Training & Development Department:

Mr. Jawad Zafar

Email: Training.mba@gmail.com www.linkedin.com/in/jawadzafarcorporatetrainer

Jawad Zafar, a Pakistani American highly dynamic professional trainer, expertise in Advanced

Business Management, Corporate Psychology, Communications & Linguistics. He is Recipient of

Many local & International Awards. He has worked in numerous multinationals in Pakistan and

the US, taught in many universities in Pakistan. Hence, he is a UNIQUE mixture of a professional

with practical experience both in USA and Pakistan. These days he is heading the Training &

Development Department at Shamim & Co Multan with an additional charge of Organizational

Development, where he has launched Pepsi Learning Center.

We met with him. He play the leader role in Training & Development Department at Shamim &

Co. He is an International Trainer who come from USA. Shamim & Co hired him so that they

bring change through his training capabilities. We come to know about himself that how he lead

his department and solve the problems. We also ask him some questions that he answered to us.

More Successful Leaders in Shamim & Co:

1. MANAGING DIRECTOR (OWNER):

MR. ALAMGIR KHAN TAREEN

2. GENERAL MANAGER:

MR. AMIR HAMEED

3. SALES CAPABILITY MANAGER:

MR. SHAHZAD KHAN

4. TEAM TRACKING MANAGER/HR MANAGER:

MISS SADAF TAHIR

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SWOT Analysis:

Mr. Jawad Zafar first do SWOT Analysis of Shamim & Co and then develop the training

programs to train the employees.

Strengths

Strong image of PEPSI in consumer’s mind.

Pepsi is currently the market leader with more than 80% of market share.

Strong coordination between different departments.

Pepsi provides its own transport to distributors.

Customer loyalty

Weaknesses

Poor feedback from employees

Communication can only take place in a formal communication path which leads to delay in

decision making.

Record keeping is mostly done manually.

No involvement of lower level subordinates in decision making.

Factory is located in the residential areas with no proper parking arrangements for its

vehicles.

Opportunities

Opening of new outlets They are planning for new production plant which will increase production capacity.

Training of sales officer and salesman

Expanding markets through its strong advertisement

Threats

Coca- Cola is on its way to get market share.

Threats of new entrants. Low graded PEPSI is also available in the market.

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Leadership Management in Shamim & Co:

Leadership Management in Shamim & Co steps up in times of crisis, and is able to think and

act creatively in difficult situations. Unlike management, leadership cannot be taught, although it

may be learned and enhanced through coaching or mentoring. There is strict management in

Shamim & Co and no system to educate the employees.

Characteristics of Leaders:

He would say self- motivation. Because a leader is a human being who has his or her own

professional problems along with personal problems as well. And that leader might get not

motivation for himself or herself but the he or she have to keep all the team motivated. This

can be a little problematic to keep themselves motivated and be so charismatic that never

be down their employees always see them in a very positive environment. So this is a very

difficult part of being a leader. Maintaining a very good energetic positive face even when

you are hurt, when you are disappointed, when you are sad when you facing some grief

moments in life.

Definitely leader leads to be a motivated. Once a principle of a leader is to motivate not

only himself or herself but to motivate entire team or the entire organization. If the leader

representative is like a model figure the employee follow up. Is the leader is demotivated,

lazy dull unpunctual lethargic. The whole team will get feel this is the norm this is how

things should be done. This the very bad example that’s why leader must have been

Motivated. This motivation of a leaser increase productivity in work anywhere 20 to 30

percent.

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Leaders are definitely more advance mentally than employees or mature. They always have

keep in mind the end goals. This is also Steven kiwis 7 habits of highly effective people

that keep the goal in mind. One the basic factor how a leader can motivate himself is to

keep the end goal in mind. This is our goal vision dream a target or a goal. They must

mentally prepare themself for problems, obstacles or issues. Many tactics used by leader

can themselves motivated including financially, in the form of there development and

organization Development.

One of the main characteristic have leader must possess which sometimes I see sometimes

don’t is patience because leading many people or large organizations you would get

bounced with information right left you know up and down. You know information would

be popping in from all directions but you as a leader have to be patient and see what actions

should be put on hold what actions need an immediate action to be taken. So the first

characteristic is they should have patience.

Second a leader must have humanity. If a leader is only focus on the business and nothing

other than business and not on humanity and not on human values and not on social values

or not on moral values or values that are important for the staff or for the employees or for

the clients then that leader is ineffective and is very dry and rigid and business minded

only. And these days people do not like these type of a business person or a business

oriented company that’s why organizations spending a lot on corporate social

responsibility. That they want to give a message out that we are helping the society and

people. So patience no 1 and no 2 humanity.

In personal view this is excellent formula to maintain leader himself or herself. Why these

are core essential and the main categories in which leader perform his or her role Finance

is the main thing leader focus on that because the end of the day finances are strong the

team will go on or company will go on but if the finances are weak than the future of the

team or organization will locks bleak.

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One of the main focus of leader respective is to maintain quality not only maintain it to

keep it increase the level of Quality. For Example. Steve job I-Phone Apple gradually

increase the quality in very face of time. He did divide this time for Quality Relationships.

This include not only external relationship but internal as well. Business is going strong

PR Whether with of your customer or employees. If we take his relationship out of the

business that business is not very strong it can claps many time. Especially in Pakistan are

mainly base healthy relation with employee or a client’s.

He mentally prepare with his staff for something is negative about to come but he don’t

hide anything from them. Because this his ethical value that I don’t hide anything for his

Team. They should Know about them in which there future in stake. Secondly if employees

are not working well he still motivated them. The company says you should bash them

penalize, punish them. He still motivate them. He try to find what the root cause of the

problem are. He sill motivate them and talk with his team But still they are not working

after my lot of trying than He take serious action.

Leader not only managing the team or organization. Manager managing who is leading

his department or staff is also the role model for the team or Company. A manger is

effective in large scale. A manager does effective in handling the team as a good leader.

He and She Quickly promote of a bigger role so leadership increasingly day by day

efficiently or effectively in good competency.

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Leadership Styles or Approaches in Pepsi:

Mr. Jawad Zafar use the democratic style in Shamim & Co.

He fully participate his employees in training sessions and encourage them and support

them.

Trainees are encouraged to share ideas and opinions, even though the leader retains the

final say over decisions.

Members of the training feel more engaged in the process.

Creativity is encouraged and rewarded.

Ideas move freely amongst the group of trainees and are discussed openly. Employees feel

free to share their ideas.

Leadership Training Programs:

Shamim & Co hired an international trainer for train their employees last year. It is the first time

in the history of Shamim & Co, Multan that they hired the international trainer from USA for

training. In training department he train their all employees. He start training session from lower

to high positions onward. He develop training sessions and after that also evaluate the training

sessions through testing and also evaluate the performance of the trainer through trainees feedback

form. He also maintain all records of training sessions and then which employees score high in

training give rewards to that employees. This type of activity develop the interest for employees

and they willingly come to join the training session. Through this training session employees seem

to be more motivated of Shamim & Co. He also solve the problems of all employees in this training

session because in these training sessions the line manager of that department and HR Manager

also join this training sessions.

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Challenges in Leadership:

Challenges face by Mr. Jawad Zafar in his Leadership & how he tackle these challenges or

issues these are as follows:

1st Challenge & Solution:

Last Year Shamim & Co laid down their 200 employees. This is very tough situation

He receive many calls of people who are complaining that what is the situation? Why are

the issue? Why you are fired the colleagues or friends? Why they are getting fired?

He had to handle gently with keep them motivated. He had to tackle or build the staff

morale as he give them a mental training session that your future depend on your skills not

on the job. Example:

Company lets you go but still have you skills which many companies can use so until the

time decision against you to fire you. Keep on working giving the best shot and the perhaps

they don’t fire you even they fire you than you can cash the skills and go to other

organization.

2nd Challenge & Solution:

He educated the employees because there is no system in Pepsi before. If a person

handling a tough problem and handling his team than he use to educate on good team

management. If a person is having a bad relationship whom how he can do it. If a person

have time management problem than he use to give him a training and personal Coaching

and how to be a better time manager. So when problems came across him, he did not swept

them under the carpet, he did not hide them but he try his best to tackle them and to educate

them and to motivate them.

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3rd Challenge & Solution:

Lack of good quality of HR that in order for them to become effective leader they need

effective teams. And when teams keep on rude and keep on leaving and coming so leader

cannot get optimum results. So good HR and HR that stays that would we call the recruit

and we call this retention strategy. If a company or leader is not focusing on retention then

whenever employee gets a good offer they would merely jumps to another organization

chances are there so a good leader tries to finish this chance and work on retention strategies

that means they show a road map of the future of the employee in the organization along

with the career growth that for example come on you can do it and give me the good results

in a year or two then I will give you a promotion and you will be the benefer. This is the

big challenge facing leaders in retaining good employees and hiring good employees.

4th Challenge & Solution:

There are many external challenges as well for example: that is from the government and

from the social system or from the political system in which they have to manage their

business along with these norms. So this is another big challenge as well. So recruiting

good HR, maintaining good HR and facing these external challenges are the biggest

three challenges that I have seen these days.

5th Challenge & Solution:

Over there is another time when I had a complained of an order booker because his

percentage on the paper will extremely low. For example 12% productivity which is

very less. Now my boss said that am I want this person fired but I did not fire this guy. I

made it to get another decision. First I have to go to the distributor, distribution setup and

I ask the distributor and he said this order booker is excellent don’t kick him out. When I

saw this disparity I figure that there is some problem so I fixed his statistics and there was

a long process we fixed his statistics because he had some wrong statistics in his report

writing. When we fixed those his productivity from 12% to 48 % so instead of immediately

hiring a person I try to work on the issue and fix the issue and when then a person is not

get to fixed up then I take a strong step.

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Changing Nature of Leadership:

Changing Nature of Leadership now a days in companies is that they adopt the democratic style.

Companies now encourage their employees and provide them a proper guidelines to achieve the

targets. They participate their employees in decision making so that they feel themselves as the

assets of the company. Through this nature of leadership employees easily accept the change and

they willingly wants to gain training. In Shamim & Co Autocratic Style has been preferred but Mr.

Jawad focus on democratic Style of Leadership. The achievements of Mr. Jawad in Shamim & Co

regarding changing nature of leadership are as follows:

He introduce soft management in fast moving consuming like Pepsi organization

in which no motivation or hardly motivation instead of cariton stick there is only a

stick not a carrot so bashing or blaming people and allegation this is very common

in Pepsi. He give them a comfortable level to share their views with him why you

are not achieving the target or reach the main problem. Open with him even to

junior’s level or senior’s level to share with him the main issue.

The main change he brought is to educate the employees because there is no

education system in Pepsi before. If a person having tough problem handling his

team then he use to educate him on good team management. Or if a person having

problem with time management then he use to give him training and personal

coaching and how to know be a better time manager.

We decided a Pepsi to give electronic devices to everyone in our sale staff.

Everyone in the sale staff starting order book alive. Now we decide top of the odd

software system that was quite expensive and we try to implement it but we have

to change our decision that first of all our lower staff that order book that was not

educated they were usually matric or intermediate and they could not cope with the

complex of their system. So we had to redesign it all in Urdu wide to enhance their

learning and to minimize the chances of mistakes. So this was a time when we had

to change a decision.

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Technology fastly changing the face of modern leadership. As leader use to be

physically present in order to get the effective work done. These days because of

technology leader remotely control the team or organization. What is remote

controlling? This is remote Management the organization they have HTT TV, CC

TV setup and due to technology leader can manage overview of the office or team

by ELECCIA software on his cell phone. Even you are out of the city across

country. Online you check what is happening company the inside the office or the

organization.

Technology makes everything Faster such as Reporting, Access to Information,

Management and Coordination. Technology great tool that a leader must use if they

want to be very effective in his work. Organization like Pepsi they heavily use

technology to monitor and motivate the team.

For Example every employee has GPS tracker device (service Activities on the

Sim) company knows where is the person whether is it. Secondly Pepsi develop the

very expensive software near about 1 crore rupee that interlink every single

distribution of our region from Okara to Sadqabad has about 400 hundreds

distributers. So push up the button we can send the message intently to all 400.

Which is previously not possible.

He has keep very open friendly atmosphere in his training sessions. No merit no

questions to pay you can say anything you want to know or make fun of you and

we all are here to learn. He encourage this so people stepped up and they question

him again and again or they question many other trainers. He don’t understand that

please explain to him the ABC’s. So we took these in heavy initiatives in Pepsi to

for their learning and development.

Leadership role gets modified or easier for leader. He have really initiative in this

Pepsi because there was hardly a culture of learning and development in Pepsi. But

he introduced a reward system. What is a reward system? That the more training

they receive in and more they learn they receive not only a certification but point

system that would raise their pay in the next salary depending on how many points

they got. For example if a person only attend 3 or 4 sessions and receive 2 points

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their salary might be increase 1000 Rs while a person received 15 they might

receive 5000 Rs extra. So financial setup is there because when they learned they

had a better grip on the work. When they had a better grip on the work there should

more productivity it irately met the targets that mend handsome commissions and

incomes. So people I made them aware that you more the learn the more income

you will increase. This was a huge way how I motivated the whole organization.

Conclusion:

We first of all thankful to our Course Instructor Dr. Imran Hanif who teach us leadership and

give us opportunity to learn practically by visiting in any organization. He guide us to reach that

platform who helped us in future to solve the problems as a leader.

Secondly, this project help us to understand the term Leadership and its practical implementations.

Mr. Jawad Zafar tells us about the leadership practices in Shamim & Co. He tells us that how he

face the problems and how he tackle those problems by using leadership techniques. He face many

challenges in Shamim & Co and change the working nature of Shamim & Co.

Our learning is that Leaders influence their followers with his unique qualities. When they have

work with coordination and participate or involve their team members then they successfully

achieve the goals. Goals are achieved timely and efficiently. Employees feel themselves important

assets of the company and highly motivated that’s leads toward company’s success.