Latest Activity In Study Groups

Join Your Study Groups

VU Past Papers, MCQs and More

We non-commercial site working hard since 2009 to facilitate learning Read More. We can't keep up without your support. Donate.

EXECUTIVE SUMMARY

The role and impact of Information Technology (IT) on the human resource functions has been both pervasive and profound. A recent IBM-Towers Perrin study, “Priorities for comparative advantages,” noted that IT can be a potent weapon for lowering administrative costs, increasing productivity, speeding response time, improving decision making, and enhancing customer service. Ultimately, IT can provide data and communications platform that helps HR link and leverage the firm’s human capital to achieve competitive advantage.

Despite the potential benefits of IT, most organizations have a fairly dismal record of turning their investment in technology into increased productivity and strategic capability. Furthermore the overwhelming majority of HR departments have never used their systems for strategic purposes. The problems tend not to be with the availability of IT for HR application. We present our views on how managers can identify, partition, and prioritize IT applications to support their HR initiatives. We describe three basic ways in which IT can impact HR:

First, we discuss the operational impact of IT; that is, alleviating the administrative burden, reducing costs, and improving productivity internal to the HR functions itself. The strong administrative component of HR makes it a logical candidate for automation. Also, because cost reduction and increased productivity have been preeminent goals of HR, the focus of most IT applications have been on the internal operations of HR function itself.

Second, we will describe the relational impact of IT; that is, providing managers and employees access to the HR databases, simultaneously reducing response time, and improving service levels. Whereas in the previous section we focus primarily on the improving internal operations of the HR functions, in this section we concentrate more on how IT influences HR’S relationships with other parties within the organizations. IT allows HR to enhance service to outsiders by providing line managers and employees with access to HR databases, supporting their HR related decisions, and increasing their ability to connect with other parts of the corporations.

Third, we will discuss the transformational impact of IT; that is, organizing human interaction to create virtual teams and more flexible network organizations. Trends toward restructuring, reengineering, outsourcing and strategic alliances all represent efforts by organizations to change the way they do business.

Views: 268

Replies to This Discussion

INTRODUCTION TO TOPIC

The role and impact of Information Technology (IT) on the human resource functions has been both pervasive and profound. IT encompasses a wide range of tools including hardware (from word-processing programs to expert system), software (from main-frames to microcomputers), networks, and work stations. The vast majority of firms have made at least some us of IT to transform their HR functions. Infect, within US corporations alone, IT now represents the single largest capital expenditure, accounting for almost one-third of all capital investment.

Perhaps even more significant than the level of IT usage is how IT is used within HR. IT allows us to store and retrieve large amounts of information quickly and inexpensively. We can also rapidly and accurately combine and reconfigure data to create new information. Further, we have begun to store and quickly use the judgment and decision models developed in the minds of experts, allowing us to institutionalize organizational knowledge.

With IT networks, we can communicate more easily and selectively with others in remote parts of the world, thereby allowing us to make even better use of the information at our disposal. A recent IBM-Towers Perrin study, “Priorities for comparative advantages,” noted that IT can be a potent weapon for lowering administrative costs, increasing productivity, speeding response time, improving decision making, and enhancing customer service. Ultimately, IT can provide data and communications platform that helps HR link and leverage the firm’s human capital to achieve competitive advantage.

Despite the potential benefits of IT, most organizations have a fairly dismal record of turning their investment in technology into increased productivity and strategic capability. Loveman, for example, found that capital expenditures on IT have historically been the last effective method for improving productivity. Kinnie and Arthurs found that, within HR, IT has been used as no more than an “electronic filing cabinet” for keeping records and processing routine administrative tasks. Furthermore the overwhelming majority of HR departments have never used their systems for strategic purposes. The problems tend not to be with the availability of IT for HR application. Indeed, virtually all of the technology needed to compete in the twenty-first century is readily accessible today. Rather, the evidence suggests that senior managers do not have a workable framework that conveys how IT can be leveraged to exploit its full benefits with HR.

We present our views on how managers can identify, partition, and prioritize IT applications to support their HR initiatives. We describe three basic ways in which IT can impact HR:

First, we discuss the operational impact of IT; that is, alleviating the administrative burden, reducing costs, and improving productivity internal to the HR functions itself. One of the first ways we can think about the usage of IT is improving the operational efficiency of the HR functions. The strong administrative component of HR makes it a logical candidate for automation. Also, because cost reduction and increased productivity have been preeminent goals of HR, the focus of most IT applications have been on the internal operations of HR function itself.

Second, we will describe the relational impact of IT; that is, providing managers and employees access to the HR databases, simultaneously reducing response time, and improving service levels. Whereas in the previous section we focus primarily on the improving internal operations of the HR functions, in this section we concentrate more on how IT influences HR’S relationships with other parties within the organizations. IT allows HR to enhance service to outsiders by providing line managers and employees with access to HR databases, supporting their HR related decisions, and increasing their ability to connect with other parts of the corporations.

Third, we will discuss the transformational impact of IT; that is, organizing human interaction to create virtual teams and more flexible network organizations. We can view the impact of IT in how it helps transform the organizations. In environment characterized by uncertainty and intense rivalry, many companies are scrambling to reinvent themselves. Global competition, faster products cycles, and the need to leverage knowledge across business units require a much more agile form of organizations. Trends toward restructuring, reengineering, outsourcing and strategic alliances all represent efforts by organizations to change the way they do business. IT plays a pivotal role in this transformation. Furthermore, while the changes are not always directed by the HR department, the IT applications almost always involve the management of people.

STATE LIFE INSURANCE CORPORATION OF PAKISTAN

“There are three types of companies: Those who make things happen; those who watch things happen; those who wonder what has happened”.

AT THE TIME OF INDEPENDENCE

At the time of independence in 1947, Pakistan had 77 Insurance Companies out of which 7 were local and 70 were foreign resident companies. There was neither reinsurance nor a public sector at that time. This situation remains till 1952. In 1952, the Government of Pakistan established Pakistan Insurance Corporation as a reinsurance company and asked all the insurance companies to cede 10% of all their business to Pakistan Insurance Corporation. For these reasons, in addition to other factor, 40 of these foreign companies wound up their business and left Pakistan. In 1993, there were 57 insurance companies in the private sector and three in the public sector.

In 1972, all life insurance business was nationalized and a corporation under the name of State Life Insurance Corporation (SLIC) was formed which consisted of 35 companies. Eastern Federal Union (EFU) was the largest among these companies. Since the SLIC is the only Life Insurance Company in Pakistan. But no under the liberalization program of the government many insurance companies have been given licenses to start life insurance business. These are:

· § Metropolitan Life Insurance

· § American Life Insurance Co. (ALICO)

· § Commercial Union Life Assurance

· § Eastern Federal Union Assurance (EFU)

· § New Jubilee Insurance (NIC)

Up till now there are 10 foreign resident insurance companies, 47 local (national) insurance companies and 3 public sector insurance concerns.

Insurance industry in Pakistan is dominated by a small number of players. Then top three insurance companies of the country control more 50% of the total Premium paid. The biggest market in Pakistan is of “ accident insurance” which accounts for 37% of the total insurance business. The second most popular category is fire insurance, which claims another 37%. The remaining 26% business is accounted for by marine business. Adamjee Insurance is the outright winner in each of the three categories. The second largest insurance company in each of the sectors is EFU.

The Government of Pakistan has recently allowed life insurance business. Premium for life insurance business, which is collected by the SLIC, exceeds all other categories put together by at least 10%. The government decision to allow life insurance in the private sector will increase the market size for this type of insurance due to growing awareness levels.

MISSION STATEMENT

“To ensure satisfaction of our valued policy holders in processing new business providing after sales services and optimizing returns on life fund through quality culture and to maintain our position at the leading life insurer in Pakistan”

TYPES OF INSURANCE

Basically, insurance is of two types:

1. Life insurance:

It provides finances to the family of the policyholder

2. Group insurance:

Investment climate in the economy

Accumulate of savings

3. General insurance:

4. Health insurance:

TYPES OF INSURANCE COMPANIES

There are two types of insurance companies:

· LIFE INSURANCE COMPANIES

The principal event that the Life Insurance Company insures against is death. Upon the death of a policyholder a life company agrees to make either a lump-sum payment or a series of payments to the beneficiary of the policy. Life Insurance protection is not, the only financial is product sold by these companies; a major portion of the business of life companies is the area of providing retirement benefits.

· PROPERTY AND CASUALTY INSURANCE COMPANIES

Property and casualty insurance companies insure against wide variety of occurrences. The under noted perils can be covered under the property casualty insurance:

§ Fire

§ Atmospheric disturbances

§ Earthquake

§ Riot strike damages

§ Explosion

§ Other damages

§ Theft

INTERPRETITION OF QUESTIONNAIRE

DEPARTMENTS IN STATE LIFE

“Each organization is like an individual possessing its own behavior under certain circumstances, its own culture and its own values”.

HUMAN RESOURCE DEPARTMENT

Mr. Muhammad Iqbal Ch. is the incharge of HRD. This department imparts training to the needy appointed staff. It teachers them all the rules and regulations, procedures, practices regarding the insurance job. It also gives them different dimensions regarding the acquisition of new policies. Human resource Development Department (HRDD) plays a vital role in the success and prosperity of any organization. State Life Insurance Corporation has full-fledged HRDD with one training hall in Multan Zone. The training to SR, SO, SM, AM (Field workers) and office employees is given. The training is given for three weeks in a month through out the year. For the development and enhancement of marketing skills of the field & office employees, different courses are offered in the department. This department has one manager and one assistant manager with brilliant qualification and marketing skill. They perform their job as regular trainers. Despite some trainers are hired outside the Organization. The hired trainers are compensated @ Rs. 500 per day during the training period.

PERSONAL & GENERAL SERVICES DEPARTMENT (P&GS)

Mr. Ashraf Butti is the incharge of P&GS. The office & general matters are dealt in P&GS Department. This department has the sole responsibility and authority of the disciplinary action of the employees. Selection, recruitment, termination of the employees is the main functions of the P&GS Department.

USE OF IT IN HR DEPARTMENT

In state IT is used in HRM since 5 years. Almost in all areas of this department IT is used up to 80%.

OPERATIONAL IMPACT OF IT ON HRM

There is a great operational impact of IT on HRD. With the use of IT the internal HRD working is improved and it has become more efficient and effective. IT has reduced the administrative burden of HRD. The use of IT has also reduced the administrative cost of the clerical activities of HRD as well as processing time is also reduced. In short, efficiency is increased due to the use of computers, internet, electronic mails and other IT equipments.

RELATIONAL IMPACT OF IT ON HRM

With the use of IT in HRD, the relationships of HR managers with others have been increased. Now, all of the employees have remote access to the HR managers. The use of IT has increased the connectivity of HR managers with the employees within the organization as well as with the concerning outsiders. Now anybody elsewhere can connect the HRD with the help of internet, electronic mails, and faxes without any wastage of time. With the use It equipments. HR managers and other line managers can communicate with each other while sitting in their offices. In short, service level of HRD has been increased due to the use of IT.

EMPLOYEES ACTIVITIES AND CUSTOMER NEEDS

With the use of IT, employees use computers and other IT equipments to provide the services to customers. It decreases the responsive time because all the records of the customers about their insurance policies is maintained with the help of computers programs. By using these programs, all the information which is required by the customers can be provided with in few seconds. As a result, efficiency is increased and customers are satisfied because they do not wait for getting information about their current positions of their policies.

IT SPECIALISTS

Yes, IT specialists are hired to get the maximum advantage of IT. Because only the IT specialists can use the IT equipment more efficiently and effectively. IT specialists are also necessary because an ordinary employee with little knowledge about computers and other IT equipments is not in position to use different software as well as other computer programs such as spreadsheet, business software, financial software, etc, to their requirement.

TRAINING PROGRAM FOR IT SPECIALISTS

Training program is frequently conducted to improve the knowledge and efficiency of IT users within the organization. We know that there is rapid change in technology with the passage of time; new and new software, computer programs and hardware devices are introduced in the market. Therefore, such training programs are necessary to update the knowledge of IT specialists.

Type of training

On the job training and class room training are given to increase the knowledge and efficiency of IT workers. But in most of the cases, on the job training is used. For the training purpose, the instructors are invited from within the organization or from outside the organization. For special purpose training, instructors are invited outside the organization.

ACCESS TO PERSONAL FILES THROUGH IT

Generally, employees have no easy access to their personal files because most of the employees have no knowledge how to use computers. They are not in a position to have easy access to their files due to the complex procedure of accessing the files. But certain employees such as executives have easy access to their personal files.

ROLE OF IT IN POLICY INITIATION AND FORMULATION

In state life, HR managers get substantial help of computers and other IT equipments while making the organizational policies. We know that in order to formulate the effective policies effective, accurate and timely information is of vital importance and in this respect IT plays a key role to provide timely and accurate information. As a result, effective and productive and timely policies are made by HRD.

IT AND ADVICE ROLE OF HRD

Yes, there is a great improvement in advice giving role of HRD. Especially with the use of e-mails and faxes, time to give the advice for the solution of any operational and administrative problems have been reduced. Connectivity between HR and line managers have been improved and quick responses are given on the both sides.

USE OF IT IN SERVICE ROLE OF HRD

We know that the numbers of services are provided by the HRD to the whole employees within the organization in different branches located in different cities and towns. With the use IT, the HR managers are in the position to collect the information quickly to perform different services in time.

IT AND CONTROLLING ROLE OF HR

With the use of IT the HRD is in better position to enforce the rules and regulations about the discipline and control which are necessary to run the smooth working of the organization. The use of IT has made it possible to take the quick disciplinary action against the wrongdoers. It has become possible to supervise the subordinates closely and effectively.

IT AND TRANSFER, PROMOTION AND LAYOFF DECISIONS

IT aids a number of benefits in making decisions about the transfer, promotion and layoff. In case of promotion, it helps in evaluating the ACRs (annual character report) of employees. It also helps in evaluating and grading the employee’s performance. In the case of transferring decisions, the managers have very easy access to the records of employees. In case of laying off the employees, the laying off process becomes very easy and quick due to the use of IT. All types of necessary documents are made on a computer that is why, such decisions are made very quickly.

USE OF IT IN TRAINING THE EMPLOYEES

In order to develop the knowledge and skill, computer-based training is given to the employees. Computers are also used in different training programs to cope the rapid change in the business environment. Computers are also used to provide practice to help trainees learn materials such as grammar and basic mathematics. It is also used to develop the problem-solving skills.

IT AND COMPENSATION, BENEFITS AND SERVICES PROGRAMS

With the use of IT, the record of employees is maintained via the computers. On the basis of these computer-based records, managers can make decisions about the different sorts of benefits and services that are given to the employees easily and quickly. Different computers-based programs are used to calculate the salaries, wages, bonuses and other benefits. These programs provide all the necessary information about the each and every employee of the organization in this regard.

For this purpose, Benefits Spreadsheet is used. Companies wants to control benefits cost. One prerequisite is to be fully aware of how much the benefits offered are actually costing the company on an on-going basis. A benefits spreadsheet provides this information.

Format of spreadsheet

The format of spreadsheet is as under.

Employee name

Job code

Pay rate

Department

benefits

         
         

IT AND REDUCTION IN ADMINISTRATIVE BURDEN

Before the use of IT, all the work was done manually which takes the lot of time. It also takes the lot of energy. The chances of mistakes are also very high. But with the use of IT, administrative burden has been reduced. Now with the use of computers and other IT equipments, the routine clerical activities are done more efficiently and effectively. The use of IT has increased the volume of work that can be completed by one person.

IT AND ADMINISTRATIVE COST

It is quite right that while establishing the IT system in the organization, a huge investment is required; but after bearing this high fixed cost the day to day and variable cost has been reduced. with the help of computers and other IT equipments, a lot of work can be completed by a few number of workers within lesser time which is previously done by number of employees.

IT AND INCREASE IN EFFICIENCY

Before the use of IT in the organizations, all the work was done by workers on hand. It takes a lot of time and chances of errors are very high. But with the use of IT, all the work is done with the help of computers. In this case, chances of errors are minimal. It has become possible to accomplish all the operational and administrative tasks efficiently and effectively.

IT AND TIME SAVING

The other benefit of IT is the time saving. With the use of IT, time has been reduced to accomplish the different tasks. It is because before the use of IT, whole of the work was done manually. It took a lot of time. Now, for example, with the use of spreadsheet’ which is used for the tracking records of the employees for the benefits and administrative compensation purposes, there is substantial saving in time.

RECRUITMENT AND IT

Computers are playing bigger and bigger role in helping employers recruiting employees today. Computers applications range from recruiting on the internet to automatically scanning and storing applicants’ resumes. A growing number of firms as well as many universities and federal government are already recruiting using theinternet, World Wide Web and commercial on-line services like CompuServe.

Employers are using Information Technology as an aid in recruiting in various other ways, too. For example, NEC Electronics, Inc., has internet based “Cyber Fairs” to recruit for applicants. The date and the time of the fair, along with detailed job descriptions, are advertised in advance by the employers and by the firms organizing the Cyber Fairs. This advertisement is done by news papers as well as via hart’s World Wide Web page.

In state life, computers help the HR manger to make the decisions about the recruitment and selection of employees within the organization. Job vacancies with their detailed job descriptions are advertised in newspapers as well as via World Wide Web page.

COMPUTERIZED SKILLS INVENTORIES

When filling positions, knowing the job’s requirements is not enough; you should also know the skills of possible candidates now employed by your firm. Simply posting the opening on a company bulleting board does not guarantee that every employee will see the posting or will interpret the information appropriately. One way to improve the likelihood that qualified internal candidates will be introduced into the selection process is to have computerized skills inventory completed and updated regularly by employees. Then the HRD can help to match good internal applicants with job openings.

Both the development of the inventory content and the updating of inventories require significant input from employees. They must believe in the validity of the content of the inventory, and this will happen only if they participate in the development process. If employees have ready access to computers, the inventory can be developed and updated from their workstations. Otherwise, hardware copy memos should invite all employees to describe themselves in terms of the range of skills to be listed, the standards that differentiate various skills levels, and how skills should be categorized.

Inventories should be regularly updated when an employee has completed a course, seminar, workshop, or assignment that is applicable. When a vacancy occurs, interviewers would specify the parameters of the job based on the job analysis in terms of skills categories and levels. A computer program would then produce a list of employees who qualify according to these parameters.

CONCLUSION

IT has reduced the administrative burden of HRD. The use of IT has also reduced the administrative cost of the clerical activities of HRD as well as processing time is also reduced. In short, efficiency is increased due to the use of computers, internet, electronic mails and other IT equipments.

Now, all of the employees have remote access to the HR managers. With the use of IT, employees use computers and other IT equipments to provide the services to customers. It decreases the responsive time because all the records of the customers about their insurance policies is maintained with the help of computers programs. Training program is frequently conducted to improve the knowledge and efficiency of IT users within the organization. For special purpose training, instructors are invited outside the organization.

Generally, employees have no easy access to their personal files because most of the employees have no knowledge how to use computers. In state life, HR managers get substantial help of computers and other IT equipments while making the organizational policies. It also helps in evaluating and grading the employee’s performance. In the case of transferring decisions, the managers have very easy access to the records of employees. In order to develop the knowledge and skill, computer-based training is given to the employees. With the use of IT, the record of employees is maintained via the computers. Companies wants to control benefits cost. A benefits spreadsheet provides this information.

with the help of computers and other IT equipments, a lot of work can be completed by a few number of workers within lesser time which is previously done by number of employees.

The other benefit of IT is the time saving. Computers are playing bigger and bigger role in helping employers recruiting employees today. In state life, computers help the HR manger to make the decisions about the recruitment and selection of employees within the organization. Then the HRD can help to match good internal applicants with job openings.

If employees have ready access to computers, the inventory can be developed and updated from their workstations. A computer program would then produce a list of employees who qualify according to these parameters.

ICI

The Group In Brief

The ICI Group is one of the largest specialty products, coatings and materials companies. ICI has over 50,000 products more than 200 manufacturing sites and offices in over 55 countries; some 59,000 employees worldwide. ICI has leading international positions in industrial adhesives, specialty starches, electronic and engineering materials, fragrances, flavors, food ingredients, specialty agrochemicals, catalysts, synthetic lubricant base stocks and formulations, personal care ingredients, paints, acrylics, polyurethane chemical and systems based on MDI (diphenylmethane diisocyanate), ozone benign refrigerants and titanium dioxide pigments.

Structure

ICI Board

The ICI Board consists of the Chairman, five Executive Directors and five Non-executive Directors. The Board is responsible for determining the direction and board policies of the Group consistent with the objective of being the industry leader in creating value for customers and shareholders.

Executive Management Team

The management of ICI is through an Executive Management Team headed by the Chief Executive and comprising the Vice Chairman, Chief Operating Officer, Chief Financial Officer, five Executive Vice Presidents, the Senior Vice President of Human Resources and the General Counsel.

International Business

An Executive Vice President or a Chief Executive Officer heads ICI’s International Businesses. Each is responsible for the financial performance of their business under the strategic general guidance of the Executive Management Team.

Vision

Today's ICI is about winning - winning to achieve the vision of becoming the industry leader in creating value for customers and shareholders and to become the most admired specialty products, paints and materials company in the world.

ICI aims to achieve this through:

Ø Market-driven innovation in products and services.

Ø Winning in quality growth markets worldwide

Ø ICI will invest in growth markets in which it has leading market positions.

Ø ICI's aim is to have all its businesses in such positions and it will do this by concentrating efforts on the best quality opportunities around the globe.

Ø Inspiration and reward of talented people 
ICI is determined to create a way of working that releases the energy and talents of everyone in the Group.

Ø Exemplary performance in safety and health. 
ICI's goal is to have an exemplary performance in safety and health and become the world leader.

Ø Responsible care for the environment. Relentless pursuit of operational excellence.

History

ICI was formed on December 7, 1926, by the merger of four of the largest chemical companies in the UK. Its purpose was to create a British company capable of competing in world markets with large corporations in America and in Germany. The four companies merged were Brunner, Mond & Company Limited, Nobel Industries Limited, British Dyestuffs Corporation Limited and United Alkali Company Limited.

The plan for the new company was agreed on board the Cunard Line vessel, Aquitania, on a voyage from New York to Southampton. The architects of the merger were Sir Harry McGowan, Chief Executive of Nobel Industries, and Sir Alfred Mond, later Lord Melchett, the Chairman of Brunner, Mond & Company, who became the first ICI Chairman.

With 33,000 employees, ICI's main products included chemicals, explosives and accessories, fertilizers, insecticides, dyestuffs, domestic chemicals, leather cloth, printing, sporting ammunition and paints. In its first year of business, ICI sold GBP 27 million worth of these products and made a pre-tax profit of GBP 4.5 million.

Throughout its history, ICI has been at the forefront of scientific discovery and developing inventions for the marketplace with products such as fertilizers, plastics, manmade fibres, anaesthetics, heart drugs, herbicides, pesticides, commercial explosives, waterborne paints, reactive dyes and biodegradable plastics.

In 1993, ICI demerged its bioscience businesses of pharmaceuticals, agrochemicals, specialities, seeds and biological products into a separate, publicly listed company, Zeneca Group PLC.

Four years later ICI made its biggest ever acquisition when it purchased four businesses from Unilever - National Starch, Quest, Unichema and Crosfield - for $8 billion. These operations were merged into ICI to form the basis for the transformation of ICI into the world's leading specialty products, coatings and materials Group.

ICI has always emphasized research and innovation and is continually engaged in development programs. The Group relies on 4,000 research, technology and engineering specialists to maintain a strong technical base and ensure competitive advantage through the development of new or improved products and processes. Some GBP 200 million is spent each year on research, development and technical services, to customers. The results have been most gratifying for ICI, with major discoveries and innovations to its credit, like Polyethylene, Perspex and the pioneering of many new and efficient processes and technologies for manufacture. The ICI Group today is one of the largest chemical companies in the world, with international strengths in the areas of paints, materials, explosives and industrial chemicals. ICI operates its main businesses on an international basis.

In addition, regional businesses located in Pakistan, India, Argentina etc. reinforce the Group's worldwide competitive strengths.

ICI IN PAKISTAN

ICI in Pakistan, a leader in industrial chemicals and paints, manufactures and sells a diversified range of products. The Company's vision is to be the industry leader in creating value for customers, shareholders, suppliers and employees.

ICI in Pakistan has played an active role in the Country's industrial development and progress, for well over half a century, and continues to do so, with investment in the future.

Agrochemical &

Seeds

paints

clip_image001clip_image002

Polyester

Fibre

clip_image003

Pharmaceuticals

Pure Terephthalic

Acid

Chemicals

ICI Pakistan Limited's predecessors have been operating in the country well before independence. Its first manufacturing plant for Soda Ash in Khewra was established over fifty years ago. Since then, it has progressively moved to produce a diversified range of products including decorative, refinish and industrial paints, polyester fibre, sodium bicarbonate, agrochemicals, specialty chemicals and pure terephthalic acid. The Company also markets toll manufactured, pharmaceuticals and animal health products, in addition to a range of imported industrial chemicals and seeds.

In June 1998 ICI Pakistan's latest investment in a USD 490 m plant to annually produce 400,000 tonnes of Pure Terephthalic Acid (PTA) was commissioned. This is ICI Pakistan's largest single investment to-date. With annual sales of over Rs 11 billion in 1998 and a sustained record of financial viability, the Company continues to add value for its shareholders.

ICI in Pakistan is investing in the future, in order to respond to and meet the challenges of the coming century. By developing an ability to compete internationally, focusing sharply on customer needs and having a culture of continuous improvement, ICI Pakistan plans to achieve its vision of enhancing value for the shareholders and the customers, also meet the challenging targets it has set for the Company's safety, health and environmental performance by the year 2000.

RSS

© 2021   Created by + M.Tariq Malik.   Powered by

Promote Us  |  Report an Issue  |  Privacy Policy  |  Terms of Service