Page 81 - 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 increased legal compliance for a listed entity. The proposal
for subject updation in the Existing scheme is under review
various aspects of their employment with the company, HR and pending approval from shareholders of the company
department conducts Employee Engagement Survey of Interloop has set-up an additional welfare fund for non- and SECP, respectively.
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. Management Trainee Officers
put in action to improve Employee Engagement Index. The
last survey was conducted in 2018. Residential Facilities Program
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 Corporate Social Events

Ethics & Integrity 81% To promote work life balance, Interloop provides annual As part of employee engagement activities, Interloop
Leave Fare Assistance (LFA) to executive employees for organizes various social events throughout the year including
Overall Satisfaction 83% vacation with family. It also presents them a day off on the Annual Dinner, Managers Dinner, International Women’s
their wedding anniversaries with paid dinner to enjoy the Day, Long Service Awards, Christmas, etc.
Favourable Response %age memorable occasion with their spouses.
Equality & Diversity
Compensation & Benefits Employee Stock Option Scheme Interloop is an equal opportunity employer and is

Interloop provides a conducive work environment to its The company introduced “Interloop Limited Employees Every year, Interloop inducts fresh graduates, 50% females, committed to promoting equality and diversity in all areas
people where they give peak performance and enhance their Stock Option Scheme, 2016 (ESOS)” to offer Company across various functions through the Management Trainee of employment. It provides an inclusive environment where
skills. The company spends considerable percentage of its Shares to its eligible Executive Employees, pursuant to the Officers Program. The one year working contract exposes everyone feels valued and respected, irrespective of age,
profit to provide all basic facilities to its people including Public Companies (Employees Stock Option Scheme) Rules, MTOs to a variety of operational and strategic roles. After gender, race, marital status, disability, religion or belief,
EOBI contributions & social security. Multiple employee 2001, transforming them from Stakeholders to Shareholders. final evaluation, successful MTOs are offered permanent colour and nationality. It’s a 17,000 strong team with diverse
welfare schemes including gratuity, provident fund, health These shares qualify for bonus shares, dividend or similar jobs. talent and over 15 nationalities across various locations.
care including health insurance, group life insurance offering corporate benefits announced by the company from time to Interloop aims to provide all employees, especially females, a
death, accidental & disability benefits, scholarships for time. The scheme is flexible, voluntary and focused on long Talent Development Programs safe and supportive work environment, free of discrimination
employees’ children, special welfare assistance for non- term growth and prosperity of the employees. Uptill now, 356 and harassment and equal opportunities to grow, learn and
executives, free pick & drop, subsidized meals, etc. are in executives have already become shareholders. It is, however, Interloop truly believes in nurturing its people. For executive develop on merit.
place. pertinent to mention here that the scheme is not in operation employees, well-designed, focused and need based in-
since listing of the company on PSX, primarily due to the fact 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,
Interloop Limited badminton, table tennis & lawn bowl championships, for Annual Report
male, female and differently abled employees.

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