Page 80 - Interloop Annual Report 2018-2019

Employee Engagement Survey Special Welfare Fund for that the terms of the scheme require to be consistent with the
For better understanding of employee perspectives regarding Non-Executives
various aspects of their employment with the company, HR
department conducts Employee Engagement Survey of Interloop has set-up an additional welfare fund for non-
executive employees through the internationally acclaimed executive employees and supports them for marriages,
Mercer’s Employee Engagement Model. The results are children scholarships, critical illness or death and other
shared with all functional and business Heads and plans are sudden needs.
put in action to improve Employee Engagement Index. The
last survey was conducted in 2018. Residential Facilities
To facilitate non-resident male & female executives, Interloop
HR Dimensions provides top-class residential facilities including hostels and
upscale apartments within company premises, as per space
Leadership & Directions 79% availability.
Work Life Balance 75% Leave Fare Assistance & Anniversary
Teamwork & Cooperation 80% Day Off
Ethics & Integrity 81% To promote work life balance, Interloop provides annual
Leave Fare Assistance (LFA) to executive employees for
Overall Satisfaction 83% vacation with family. It also presents them a day off on
their wedding anniversaries with paid dinner to enjoy the
Favourable Response %age memorable occasion with their spouses.
Compensation & Benefits Employee Stock Option Scheme
Interloop provides a conducive work environment to its The company introduced “Interloop Limited Employees
people where they give peak performance and enhance their Stock Option Scheme, 2016 (ESOS)” to offer Company
skills. The company spends considerable percentage of its Shares to its eligible Executive Employees, pursuant to the
profit to provide all basic facilities to its people including Public Companies (Employees Stock Option Scheme) Rules,
EOBI contributions & social security. Multiple employee 2001, transforming them from Stakeholders to Shareholders.
welfare schemes including gratuity, provident fund, health These shares qualify for bonus shares, dividend or similar
care including health insurance, group life insurance offering corporate benefits announced by the company from time to
death, accidental & disability benefits, scholarships for time. The scheme is flexible, voluntary and focused on long
employees’ children, special welfare assistance for non- term growth and prosperity of the employees. Uptill now, 356
executives, free pick & drop, subsidized meals, etc. are in executives have already become shareholders. It is, however,
place. pertinent to mention here that the scheme is not in operation
since listing of the company on PSX, primarily due to the fact
Interloop Limited
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increased legal compliance for a listed entity. The proposal
for subject updation in the Existing scheme is under review
and pending approval from shareholders of the company
and SECP, respectively.
Management Trainee Officers
Program
Corporate Social Events
As part of employee engagement activities, Interloop
organizes various social events throughout the year including
the Annual Dinner, Managers Dinner, International Women’s
Day, Long Service Awards, Christmas, etc.
Equality & Diversity
Interloop is an equal opportunity employer and is
Every year, Interloop inducts fresh graduates, 50% females, committed to promoting equality and diversity in all areas
across various functions through the Management Trainee of employment. It provides an inclusive environment where
Officers Program. The one year working contract exposes everyone feels valued and respected, irrespective of age,
MTOs to a variety of operational and strategic roles. After gender, race, marital status, disability, religion or belief,
final evaluation, successful MTOs are offered permanent colour and nationality. It’s a 17,000 strong team with diverse
jobs. talent and over 15 nationalities across various locations.
Interloop aims to provide all employees, especially females, a
Talent Development Programs safe and supportive work environment, free of discrimination
and harassment and equal opportunities to grow, learn and
Interloop truly believes in nurturing its people. For executive develop on merit.
employees, well-designed, focused and need based in-
house, customized and open enrolment training programs
on technical, managerial and leadership skills are conducted Grievance Handling
by Pakistani & Foreign Trainers. Non-executive employees
are trained in technical, operational and leadership skills at Standard Operating Procedures for Grievance Handling
the in-house Technical Training School (TTS). In last 1 year, are in place and special positions of Management
Representatives have been created at all plants who are
the company has spent around PKR 8.8 million and trained
approximately 674 executive & non-executive employees. always accessible to every employee, for handling any
grievance or complaint regarding work, work environment,
welfare, discipline, etc.
Company-wide Sports Activities
To promote physical and mental wellbeing of its employees Women Empowerment
through competitiveness and healthy entertainment, the
company has developed state of the art Sports Infrastructure, Interloop truly believes that empowering women through
including an executive club, table tennis, squash, badminton employment and skill enhancement not only helps them
and basketball courts, football grounds and high energy achieve financial stability for themselves and their families 2018 - 19
but also makes them a productive member of the society.
fitness gyms and organizes cricket, football, squash,
badminton, table tennis & lawn bowl championships, for Annual Report
male, female and differently abled employees.
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