"IBRAHIM FIBRES LIMITED"
COMPANY PROFILE:
Ibrahim Fibres Limited was incorporated in 1986 as a public limited Company and is listed on
Pakistan stock exchange. Ibrahim Fibres Limited (IFL) is the largest producer of Polyester
Staple Fibre and a leading textile manufacturing company in the country. IFL is the flagship
company of the Ibrahim Group. All IFL’s manufacturing facilities are located at Faisalabad.
With a long term strategy to consolidate the strengths within Ibrahim Group, both technological
and human, all the group manufacturing companies i.e. Ibrahim Textile Mills Limited, A. A.
Textiles Limited, Zainab Textile Mills Limited and Ibrahim Energy Limited, were merged into
Ibrahim Fibres Limited from October 01, 2000. This facilitated better utilization of technical
expertise and facilities while giving economies of scale through shared services. This merger has
maximized the benefits of synergies and proved a right step in meeting the ongoing challenges of
globalization of economies.
VISION:
To be a sustainable, growth oriented Company and achieve scale to remain competitive in the
global economy.
MISSION:

To build the Company on sound financial footings with better productivity, excellence in
quality and improved efficiency at lower operating costs by utilizing state of the art
technologies.

To accomplish excellent results through increased earnings which can benefit all the
stakeholders.

To be a responsible employer and to take care of the employees in their career planning
and reward them according to their abilities and performance.

To fulfill general obligations towards the society, being a good corporate citizen.
CORE VALUES:

Empathy & respect for individual.

Passion for sustainable growth via continuous learning.

Commitment to performance and drive for change.

Education for all.

Service to humanity.
HUMAN RESOURCE AUDIT:
Human Resource Audit is a comprehensive evaluation of the current HR systems and strategies,
structure and competencies, culture and impact in the context of short and long term plans of the
company.
SCOPE OF HUMAN RESOURCE AUDIT:
HR Audit comprises of various components of HR. These components are:

HR Systems

HR Strategies

HR Competencies

HR Culture and values
HR SYSTEMS:
Systems are organized way of making things happen. They assist in planning, prediction and
bringing professionalism. Every system has its own objectives, elements and process. The
purpose of HR system is to build competencies and commitment of individuals, teams and entire
organization through variety of instruments. These systems include: manpower planning,
performance management, feedback, training and development etc.
HR STRATEGIES:
Strategies are organized way of doing the things. HR strategies imply the choice of the
organization to use various systems related to HR functions like recruitment, training, motivation
performance appraisal etc. Some of the important strategies include: culture building strategy,
communication strategy, quality and customer orientation strategy etc.
HR COMPETENCIES:
HR skills and competencies are capabilities that enable human resources professionals to
complete their duties effectively. Examples of HR abilities include active listening, event
organizing, conflict resolution, and team building skills.
HR CULTURE AND VALUES:
HR audit attempts to evaluate the extent to which organization has OCTAPACE values and
culture. It indicates culture which encourages and promotes Openness, Collaboration, Trust,
Authenticity, Pro -action, Autonomy, Confrontation and Experimentation.
Company’s HR Practices:
To check quality of work of employees IF ltd, practices assessment measures through his HR
department and make sure things are going to right track.
Interview Questions:
1. Is there any HR Audit activity is in practice?
2. How organization maintain its cultural value?
3. How organization build competencies in employees?
4. Is there any special system for employee’s assessment/ HR Audit system?
5. What is core HR strategy on which employees are assessed?
Data Collection:
Some Audit practices are inbuilt in IF ltd routine activities which may observe every employee
working in organization. As we done for data collection through interview via mail about HR
Audit practices we get data about all the dimensions of HR audit which are enlisted below:
HR CULTURE AND VALUES
At the time of COVID, many employees were layoff due to COVID recession, some employees
whispering on back and make organizational culture damage. HR department head conduct
several interviews to assess specific employees who put disruption in environment. After that no
such activity are observed.
HR COMPETENCIES
Annually a questionnaire is filled by line managers and the head manager prepare a report about
employee’s competencies and their position in organization. This report are presented to HR
department head for making future recruitments, promotions and transfers.
HR STRATEGIES
IF HR Strategy is to recruit such employees who has high IQ level. For that purpose IF finance
existing employees to get job related education or short courses as well as for buying books of
IFRS, IAS and other which related to organization policies.
Example, One of employee doing CMA organization bear all the fee and other dues of that
employee.
HR SYSTEMS
IF HR Strategy is to recruit such employees who has high IQ level. For this purpose it has a
proper system of recruitment. All recruitments are done in head office Lahore where one day
activity are performed by candidates in which presentations, games, general knowledge, behavior
and written test assessment are performed to check IQ level of the candidates. Initial level
employees are on contractual basis after some time period again this activity are performed. On
the basis of their performance during contractual period and in one day activity, those employees
become permanent employees who perform quality work and become the assets of the
organization.
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