AGTL

In present age of rapid social, cultural and
technological development, the importance of
human resource holds the key to the development
and progress of a company. We believe in a human
resource system which is tailored to and is in
sync with the demands of business strategy of the
company.

Vision:
With the vision of implementing best HR
practices, we are committed not only to hire the
right talent but to focus on inducting employees
at grass root level (hence providing fresh
talent) and to provide an opportunity of growth
to our existing team members. Senior positions
are fi lled by fi rst providing opportunity to
existing talent through internal advertisements
and promotion.

We are an equal opportunity employer.

Performance Evaluation:
We believe and deploy a fair and impartial
performance evaluation system for employees by
using balanced score card system to protect bias.
Employee’s evaluation doesn’t end here; it rather
originates the grooming needs of employees which
eventually are fulfilled through Training &
Development.

Training:
AGTL has an in-house Training Centre at our plant
in D.G. Khan for in-house trainings. An
initiative of ATC 2011 (Annual Training Calendar
– 2011) for in-house training program has been
launched and spread over the year to meet
employees training needs internally. It comprises
of courses on the subjects of Leadership,
Business Communications, Professional Grooming,
Spoken English and Presentation Skills. The
Training Centre focuses, more particularly, on
on-the-job training to employees gainfully
utilizing the plant assembly line for fi rst hand
training. Engineers, technicians and mechanics of
the AGTL Dealers spread throughout the country
regularly visit the Training Centre for
on-the-job training.
As many as 12 Apprentices are also employed by
the company under the apprenticeship program
approved by the T.E.V.T.A.
In addition to in-house training, company
executives are also sent to seminars, training
programmes at various institutions in the
country. Counselors are also invited to deliver
lectures, and training at the Training Centre.

IR Practices:
With the aim of implementing best IR practices as
per labor laws, HR works in close liaison with
the CBA and holds weekly meetings with them for
addressing employee’s issues and to resolve them
on priority. These meetings are held at all
levels upto the CEO and the Chairman. Chairman
CBA is also a member of the Remunerations
Committee which reports to the Board of
Directors.

Health, Safety And Environment:
The strength of the organization in managing
health, safety and environment is clearly
depicted from shaping policy to practice in the
shape of application of best practices, technical
expertise in OSH, risk control measures, safety
trainings, dissemination of health & safety
information and continual improvement.

The AGTL staff town adjacent to the plant at D.G.
Khan with 60 units of family accommodation and 3
bachelor barracks having 50 rooms for bachelor
residences and offers amenities which cause envy
to the visitors.

Clubs, sports facilities, primary school, parks,
hospital, Fair Price Shops, transportation,
security, round-the-clock facility of standby
generators, clean water, and horticulture have
made the AGTL Staff Town an oasis in the desert.

Join Agtl
PEOPLE at AGTL are a team of many talents.
We practice “Equal Opportunity Employment”
without any discrimination of caste, creed
or religion. The project being essentially
an assembly cum manufacturing operation for
heavy duty work, most of the work force is
of males, but management offers equal
opportunities to women who are employed in
both high and lower management position.

Our employees are key to our success.

AGTL workers are happy workers. Of all the
things we have built, the most admired is
our workforce.

HR Function

Succession Planning:
Succession planning is part of the Corporate
Governance Committee of the Board of Directors of
the company as well as the Committee of the
Management reporting to the Board.

We aim to provide a better positioning of the
company’s key employees through an effective
succession planning. The denominator is meeting
company’s needs through proper screening and to
always keep all key positions with willing and
potential people and their successors.

Employee Relation:
As part of best Employees Relations, we have
introduced an EAP (Employees Assistance Program)
that provides counseling and referral services to
employees whose personal problems / professional
issues may be affecting their work.
HR encourages referring employees to the EAP when
it is identifi ed that an employee’s personal
matters have begun to negatively impact on his or
her work performance. The services offered in this
program are Counseling, Personal Grievances,
Behavioral Health Assistance, Career Advisory
Services, Advise on Personal Issues (Which are
affecting employee’s performance at work), Advise
on Harassment Cases, Pre Retirement Planning, etc.

Corporate Social Responsibility:
As part of Corporate Social Responsibility, we
offer internship program for students from
overseas through Aiesec. A recent internship has
been awarded to a candidate from the Democratic
Socialist Republic of Sri Lanka. The company also
offers scholarships to students of University of
Agriculture, Faisalabad both for its Faisalabad
and D.G. Khan campus.

HR Cares:
As a role of taking CARE of AGTL employees; HR has
launched a soft campaign named ‘HR Cares’.
Objective of this campaign is to keep the team
members aware of information which is helpful for
their professional and personal life. The
information keeps them taking care of them
selves in a better way. It also includes
activities that refresh minds and cheer them up in
a sophisticated and professional way and thus add
more “LIFE” to employee’s lives at AGTL.

Whistle Blowing