Wishing you STAR Results in 2010!

ject
o
r
P
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ve
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date to select for a
1st April was not the best
I could see
e session in the calendar.
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ays littere
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and still w
just to be
n testing
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ot
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baz Khan
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thor
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] sat dow
(deployme
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i
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st
Q
si
as
the
Wahid
(project
. We ran
ah Nawaz
he system
t
on
o
lead), Far
s
g
day and
other
for three
o have an
om
ro
e
nc
started t
fere
o take it
w time t
in the con
no
d
as
e
w
sh
It
milk
there
ect!!!
and get
were perf
am
e
s
t
lt
su
nt
e
re
the
procurem
the milk
to rest of
e
acceptanc
user acceptanc
ks
t could recall the pran
that worrying faces tha
in
s day when they were
that were played on thi
the
inst
aga
destiny to go
school .. But it was our
were fools then we are
all
odd and prove that if
Kings ..
ing of eleven managers
The MPD team compris
nt three days running the
landed in Karachi and spe
system.
by
an energizing speech
Day one started with
ich
wh
& Zainab Hameed
Shamsudin Ahmed Shaikh
ectations from the team.
set a fairly high bar of exp
uments, agreements and
After three days of arg
a
cluded our session with
discussions we finally con
of
pe
sca
change the land
belief that this solution will
by
The session was closed
milk procurement.
ivational speech and the
Sarfafaz A. Rahman’s mot
AN
brand the solution as EM
team as one decided to
tag
the
Network) with
(Engro Milk Automation
Pakistan !!
line Hamara Eman Khushal
6 o’ clock. Nine
– a day we all will remember!! The deployment team met in Area Office Pakpattan at
like preparing
was
It
incharge.
people
the
train
and
deployment staff were setup, each responsible to go to an MCC
to celebrate
decided
We
faces.
for a battle, with courage and determination and a desire for success on everyone
t
nt managemen team.There
the launch and selected “Suchan” a small village near Pakpattan and invited the milk procureme
Dr. Rizwan Bukhari (FOM)
were drum rolls, sweets and dances…it was like a festival. Aamir Khawas (GGMP) and
of the system. We then
benefits
the
on
them
opened the session by giving a speech to the local farmers and briefing
the centre.
in
ribbon
called upon our most loyal supplier and requested him to do the honors of cutting the
4th May
The next few weeks were challenging. We had
closed the UAT but had to prepare for the solution
to be taken live into the field. With data collection,
forms distribution, card punching, training of area
team etc. we had an enormouslist of tasks to do
Sahiwal Area
3rd June – the deployment team completed
dispatch point live and
with 51 MCCs , 16 vehicles and 3
made history!!
istory
Olwell Marks World H
lwell
Kotler Endorses Ohas
others
found the brand that impresses
Kotler,
The guru of Marketing, Philip
t brand is
m feel young and attractive. Tha
the
es
mak
l
and at a deeper leve
marketing history,
campaign has created a mark in
Olwell! The Olwell marketing
fortified milk
the
shed as a success example in
earning the honour of being publi
,“Principles of
h Asian Edition #14 of his book
category in the International Sout
Marketing”.
of International
& Son Distinguished Professor
Philip Kotler is the S.C. Johnson
stern University. His
ool of Management at Northwe
Marketing at the Kellogg Sch
level textbooks
of the most widely used graduate
“Principles of Marketing” is one
Olwell as a brand
n he highlights the success of
on the subject. This is why, whe
can be proud of a
used to inspire consumers, we
and the unique communication it
in honour of Olwell
lets raise a glass of (skim) milk
grand achievement indeed. So
ts.
ro’s high standard of achievemen
being yet another example of Eng
OLFRUTE (Juices & Nectars) into action
By the grace of God, after a long journey of research & exciting trials
by Sukkur Plant team, OLFRUTE launched on the 31st of May, 2010
The evening began with recitation of the Holy Quran, followed by an inspiring
speech by the CEO. The entire team at the Sukkur plant joined in and
danced to festive songs doing bhangra & dhoomkas.
Enjoy this summer with OOOOOOOOOOLFRUTE
May GOD keep our courage high to serve even better.
Ghulam Hussain
Quality Control
SKZ
Engro Women Together
Weave-Engro Women Together, is a women support network, where all the ladies of
Engro Group share a common platform to discuss all issues pertaining to women at work
and at Engro and find possible solutions for them. This platform also serves to strengthen
the bond of the entire women body of Engro. This time the Weave event was hosted
by the ladies at EFL who put their time, effort and creativity to make this show
fantabulous. The program was designed to engage the hearts, bodies and souls of all ladies
to shun all negative thoughts and empower themselves to be the change they want to
bring. The session consisted of some physical activity, a vent-out session, and later the
ladies were asked to embrace the sense of being empowered to discuss and voice the
problems they face and make policies to make their stay at Engro better and more
rewarding. By the end of the session we had around 90 confident ladies from all over
Pakistan who were delighted to simply be themselves and to embrace their roles.
OLFRUTE
- A fruitastic addition to the EFL family
Beverages Category
Entry in to Fruit Based
Dairy Segment
Our first step into Non
9th Brand in 4 years
These are some of the reasons that make the launch of Olfrute, our newest baby, special to all of US.
COMBINING Product Genius of Supply Chain, Executional excellence by Sales, creative stimulus of Marketing and
endless support by the Financial Gurus and Hiring experts, we bring to you…
OLFRUTE, JUICES AND NECTARS
Keeping consumer taste profiles in mind and their requirement for variety of flavors, Olfrute Juices and Nectars have
been launched in 4 different flavors i.e. Orange, Apple, Mango and Red Grapes across 7 Top Category towns (khi,
Lhr, Isl, Rwp, Pshwr, Quetta & Sialkot)
Effort on TV & Radio was beautifully complemented by OOH. From owning Chowks
(roundabouts) to Bus Shelter & conventional sites with heavy presence of Streamers across
busy streets of Karachi, Lahore and Islamabad, the brand ensured maximum and impactful
presence across Top towns effectively utilizing OOH medium.
To give every consumer a taste of frutistic life, massive trials across metros were done.
Brand Activation effectively activated Shopping Malls, Shopping Centers, Trade and Roads
during Olfrute brand trials.
The Vision of the Brand is to own the Non Dairy Fruit
Based Beverage Segment of Pakistan and with its first
step into Juices and Nectars, we are very confident that
Olfrute will replicate our dairy success in to Non Dairy
Segment.
OLPER’S AWARD
than just a new
2009 commercial, it released more
When Olper’s debuted the Ramadan
Asim Raza,
tor,
event. Shot by acclaimed direc
communication, it created a television
ei, Morocco,
and Dawud Wharnsby and filmed in Brun
featuring the voices of Atif Aslam
true validation
of the town. Which is why it was a
Dubai and Pakistan, it became the talk
umer” award
Cons
ial
merc
Olper’s won the “Best Com
of the brand teams hard work when
earlier this year.
at the Pakistan Media Award held
as seen in
of the best of Pakistani advertising
Competing in a category against some
execution and
out for its clarity of themes, beautiful
2009, the Olper’s commercial stood
ad agency
the
,
ived on behalf of Olper’s by JWT
uplifting message. The award was rece
r’s has
Olpe
Olper’s team since the brand’s inception.
that has been an integral part of the
g to see that
industry standards and it is heartenin
always been committed to setting
d.
commitment recognized and appreciate
Adventures of the Omore train!
All aboard the Omore happiness train! We experienced the joys of the spring season and the musical beats of Bhangra
and Rock and Roll with the Signature 2 campaign.
On our next stop we took a trip back into a child’s world where Karate rules and Kung Fu kicks will decide who gets
the joy of eating the new Omore Jelicks lolly! Through an integrated campaign comprising a TV campaign designed to
reach kids and also the kids inside every adult, Radio spots, Outdoor sites across Punjab and NWFP and Brand Activation activities at the Hyperstar key retail outlet in Lahore and through a Float. The end result? Everybody was kung
fu fighting…
On our next stop we celebrated the exuberance of youth, a time in life when confidence skyrockets, and nothing is
impossible. And you’ll need to make the impossible possible if you want someone else’s Omore Uth Chocolate Cone! With
delectable chocolate ice cream, chocolate topping and chocolate crispies who wouldn’t want to have a bite? What? You
want my Omore Uth Chocolate Cone? Pappu Yaar Tung Na Kar!
All aboard the Omore happiness train, our next stop is…
n phase
io
t
a
z
li
a
e
r
o
t
in
s
ter
Project Pixel- en
ents
discussion and argum
weeks of debate,
er
aft
,
and
am
te
ts
er
el
exp
Pix
on phase
t matter
enters into realizati
power users, subjec
ive
ct
spe
ery
Re
ev
as
nt.
k
me
print docu
challenging tas
concluded its blue
has been the most
is
Th
.
d
nts
nte
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cu
blu
do
e
d off th
goods was
functional heads signe
ices to delivery of
ct
pra
’
HR
Be
m
‘To
fro
w
g
any rangin
s. The ne
process in the comp
d SAP best practice
de
en
mm
co
re
of
s
on the line
P.
ile
and re-engineered
d environment in SA
ring the system wh
tered in an automate
ca
be
ll
nts is busy configu
lta
nsu
co
P
processes wi
SA
d
of
the team
fore the en of
the application. Be
ation phase, where
of
aliz
re
ng
e
sti
th
te
in
for
s
now
ck case
user accepProject pixel is
data & preparing mo
lity assurance and
collecting master
through IBM’s qua
s
is
pas
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ll
EF
wi
at
and
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te
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tem will be configu
this phase the sys
) by EFL.
tance testing (UAT
ible!
ss
po
im
is
ng
hi
ot
N
am
te
C
Q
The launch of Tarang Whitening powder, in line with a pressing deadline, was made
possible only by the dedication and hard work of the QC team. This extreme dedication of the QC team has always proved to be its essence and leading element.
The QC team worked day and night with enthusiasm and zeast for the production
of Tea Whitening Powder and its commercial instigation. All the challenges and tough
targets were met in spite of limited resources and short manpower.
The QC team has been an active part of TWP from the beginning up to its commercialized production. The team has performed a number of analysis (891/ day,
26730/month and 80190 in three months) for troubleshooting and breaking the
barriers.
The QC team has helped EFL take another step towards success and has embossed
the name of EFL with a new brand along with lots of glitters.
Cheers……..!!!
regards
Rozina Mansoor and Team
h that
ig
h
o
s
r
a
b
e
th
e
is
a
R
:
ice-cream.
it’s unachievabmle
the highest production for
came with a dream to hit
mber of our Omore tea
make this day the
On 13th May every me
e were on their toes to
has
purc
and
y
dair
ity,
get.
planning, warehouse, qual
achieve an unachievable tar
Production, maintenance,
uggling like gladiators to
str
one
ry
eve
saw
I
.
ore history
d 108764 Liters!.
most memorable day in Om
day the literate reache
s
ulou
tab
fan
s
thi
of
ute
d well and at last min
All three shifts contribute
cess with a hugefeast
We all celebratedour suc
Simply Omore rocked….
it’s unachievable”
se the bar so high, that
Like it’s always said, “rai
Chain ICP
Mian Ahmed Raza-Supply
HBKT dream comes true in aik simple love kahani
Last year, we saw "Hero bannay ki Tarang"; a mega blockbuster initiative that
created waves all across Pakistan and gave people a platform to show their Hero
bannay ki Tarang!!!
In our nail-biting and exciting season finale, our three winners; Asim Mehmood,
Naveed Raza and Syed Atif were promised two breakthrough opportunities; a
role in an Ary Tele-film and in Syed Noor's film.
Tarang has made their dream a reality with 'Aik simple love kahani'. This
tele-film revolves around the story of three friends falling in love with a film
actress, Iman, and that starts a fun-filled roller-coaster ride, where all three
show their Tarang to impress and get the love of their dream girl.
The show was aired on ARY digital on Saturday 29th May, 2010.
rgoes
e
d
n
U
t
Plan
Sahiwal ing
ame
in
ro Sum G
e
Z
e
h
t
TPM tra
tivity )
zen & Autonomous
uc
wards prod
Moving to
u Kai
Training on Kobets
10
(13 Apr, 2010)
March, 20
8
ce (Jishu Hozen)
1
nan
inte
&
Ma
7
(1
t
June, 2010)
an
(3
pl
ce
e
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e
for whol
and Planned Mainte
d enhanc
n
an
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s
ss
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e
ss
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lo
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uctory
ng to red
TPM Introd
ion was
TPM traini
nt
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eness sess
rw
e
ar
d
un
aw
n
bers
nt
A
la
P
.
h
arc
arch. Mem
Sahiwal
month of M
8th of M
e
1
th
d
an
in
the
d
th
ty
e
7
on 1
attend
productivi
whole plant
epartment
d
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r
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and
conducted
Production
aintenance,
M
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stalled as
Tag was in
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&
ted
activity w
was conduc
d tagging
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it
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au
r.
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ld
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PM
After a fi
Application
st May, T
ion in R&D
PM. On 1
ss
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se
of
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la
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tory, and D
strate the
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ac
Demonstration of
m
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re
TPM Red Tag
done
Ice c
Activity:
ried out at
ar
c
as
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activity
0
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ay,
May on 4th M
ony (4th was done
nt
tion Cerem
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ra
P
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M
iw
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eclaration
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m
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re
re
The
befo
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upply Chain,
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).
2010
we moved
n Zone 11
oard, then
Activity (i
ag
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d
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onial R
the cerem
performed
ram,
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implement
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As part
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red tag
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integrate
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g only
May, 20
in
ra
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designed to
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r words, k
process. T
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oy
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ugh use
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rapid improv
op
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empowerme
RESULTS
(OEE) TPM Declarat
ion Activity and
Effectiveness
t
en
ipm
qu
E
ll
Signing Activity - Expl
- Overa
aining TPM
S
ed
L
ov
A
pr
O
ilure Im
importance Concepts.
Improved
TPM G
Between Fa proved
e
im
T
n
ea
s
M
Im
cost
accident
e To Repair
- Zeroimum life cycolewntime
- Mean Tim
d
in
M
d
unplanne
- Zeroo speed losses
r
e
Z
defects
- Zero
Keeping in mind the marketing demands of a
sensationally cool summer, the ICF refrigeration
and project team successfully commissioned two
Perfect Leadership
new latest models of gea Grasso compressors,
catalyst of change and build
OD inline with its mission to serve as the
one
condenser, one ammonia liquid pump to provide
ct
‘Perfe
m
progra
a training
capacity to manage and sustain it, launched
the
cooling capacity to the new cold store ,
across
the people managers
Leadership’ for companywide CL 24-27(all
Rollo
2 and a manual line. Our aim is to take
year agenda termed as the
board). This program is part of OD’s year on
Omore
at a height where it is unbeatable and
the
in
culture
g
winnin
the
ing
“People Managers Toolkit”. It is aimed at nurtur
make
the
g
art of producing ice-cream a real
makin
in
role
al
play a critic
company by developing the people managers who
happines
s.
We
ant
are proud of our team and our
import
realizes that if this
or breaking the company and its culture. OD
cooling
head, Mr. Shakil.
ces, this
trained to manage inline with the best practi
it
People Manager’s Toolk
group of people is
entire company in the same
critical mass would be enough to steer the
direction of best practices and the winning culture
to back program, designed
Perfect leadership this year was a nine-day, back
es towards the emotional
sibiliti
to make the managers realize their respon
achieving numbers. The
development of their team members aside from
a manager’s team members
program highlighted the importance of developing
ring but are also satisfied
such that they are not only learning and delive
The program was very
EQ.
emotionally and have a higher quotient of
training room saying that it
well-received by the audience who got out the
wanted
was the best training of their professional life. Some
the
and
year
every
m
to have reruns of the progra
them
with
participants learnt a lot from the theories shared
in the class and saw its practical applicability at work.
LEADERSHIP
Cooling Booster
The Refrigeration team gives shell support to
deliver and to obtain a production target with
minimum down time
Total Cooling Capacity At -45 = 1574KW
Total Cooling Capacity At -10= 3390KW
Abdul Rasheed
Team Leader
Refrigeration
k in 2010
How to Lead the Pac
but now it’s 2010 and we need
sales managers,
The past year was very challenging for many
targets? How will you ensure that your team
sales
to look ahead. Have you increased your
delivers the goods?
seen
forces and working with sales leaders, I’ve
From a personal perspective in leading sales
the
do
that
below their potential. The regions
that too many sales organizations operate well
line sales managers.
best are ones that are led by STAR front
manager has a far
- The No. 1 performance factor for salespeople is the quality of their manager - A high-quality
n.
compensatio
or
training
skills
than
impact
greater
single most impactful
- The No. 1 manager activity associated with representative success is coaching - It is the
sales performance by
raise
can
coaching
effective
that
show
Studies
perform.
managers
sales
frontline
that
activity
as much as 20%!
the lack of it with
- The No. 1 reason why top performing sales reps leave an organization is their relationship or
salespeople.
ing
top-perform
retaining
job
better
their manager - Great frontline sales managers do a far
SALES MANAGERS NEED TO ASK THEMSELVES THE FOLLOWING QUESTIONS:
Are you convinced that you are the key to unlocking the performance of your teams?
Do you know what STAR sales managers do differently?
What do STAR sales managers have in common? What are the factors that make
them more successful than their competitive peers?
For me the short answer is focus. STAR sales managers focus more on key activities that drive sales performance.
STAR sales managers are strong coaches and spend more time coaching their reps to improve performance. STAR
coaches focus on one key area at a time, e.g. skill, competency or behavior, for each of their salespeople. They maintain
that focus on a specific skill until there is marked improvement. Not until the sales rep demonstrates an 8 or 9 out
of 10 in that specific competency will the sales manager shift the coaching focus to a new area.
Undoubtedly, STAR sales managers spend more time coaching than their counterparts for two reasons. First, they
realize they get their biggest ROI on time spent when coaching and second, they are good at it. Sales managers
who are STAR coaches and enjoy seeing their reps develop will naturally spend more time coaching. And the evidence
supports the fact that sales reps who receive more coaching demonstrate higher levels of engagement and attain
better sales quotas than their counterparts who receive less coaching.
Managers who want to be STARS in 2010 should understand that the quantity and quality of coaching will have a
major impact on their sales results. You can be the driver of your own success.
With so many competing responsibilities for managers, it is critical that more time is spent on activities/tasks that drive
sales. STAR managers spend a greater portion of their time interacting with customers. It is not the manager’s role
to complete the sale but instead to focus on supporting his or her salespeople through the selling process. Managers
who provide that support will deliver far better results overall.
On the flip side, average managers spend a greater proportion of their time on non-revenue generating activities. Average sales managers manage from the comfort of their office. They are focused on administrative work, approving proposals and reviewing reps’ activities.
If you want to be a top 20% performer and generate 20% more sales in 2010,
you need to focus your time and energy on supporting revenue-generating activities.
The sales managers who decide they will spend more time coaching and less time
pushing paper will be the ones who succeed. The choice is yours.
Wishing you STAR Results in 2010!
rstanding of media as EFL
wing needs of a deeper unde
gro
the
view
in
ia
ping
Kee
Keeping
School; under which all med
rella that is the EFL Media
umb
an
ated
cre
ent
have
artm
we
grows
of the marketing dep
future.The future brand builders
trainings are being held in the
through the myth that media
ing
s world of media.Break
orou
glam
the
into
trip
a
took
recently
engaged in an entire day of
ment, the participants were
hant
enc
and
fun
ies,
part
t
is all abou
minologies to what is entailed
ed from the basic media ter
rang
ht
taug
epts
conc
e
.Th
training
in a perfect media brief.
a deeper understanding of the
training, which allowed for
ia
An interactive and invigorating
comprehensive and robust med
sciences needed to develop a
onto
ed
mov
and
various conceptual and applicative
o
nari
industry sce
with a look into the current
a
strategy.The sessions began
guest speakers who shared
stry
indu
ral
seve
ing this were
s
point
h
touc
d
discuss the media basics.Follow
plore
unex
ogies and
and perspectives.New technol
n
ussio
disc
a
h
wit
broad spectrum of experience
ed
clos
session was
by the relevant experts. The
h
wit
note
iting
were discussed and explained
exc
an
closed on
media brief and the day was
on the components of a perfect
ning.This training session was
trai
the
to
ted
rela
ered questions
fun gifts for those who answ
were left demanding more of
to its success the participants
the first of it’s kind and due
such sessions in the future.
ABOUT US
edding
Javeria Khan’s Wtar on May 15, 2010.
Shoaib Mukh
Javeria Khan wedded
er of Quality
as the Assistant Manag
Javeria has been working
August 31, 2009.
Chain department since
ply
Sup
the
in
ms
ste
Sy
boy
sed with a baby
es
bl
id
h
as
R
z
ja
A
. Ajaz
Ajaz on April 18, 2010
ul baby boy, Hassan
e
Ajaz Rashid had a beautif
icer at Sahiwal Plant sinc
EF L as an Accounts Off
has been working with
September 2007.
Salim’s Son il on April 2nd
Jahanzaib had
Jaz
a baby boy, Mohammad
.
Sheeza and Jahanzaib
since September 2007
n working with EF L
2010. Jahanzaib has bee
iddiqui’s baby
Raheel Ahmed Sssed with a baby boy, Ashyum
ui has been ble
Raheel Ahmed Siddiq
been with EF L
th May 2010. He has
14
on
ui,
Ahmed Siddiq
08 as Karachi TSM.
since 3rd November 20
’s Daughter
Ghazanfar Aliblessed with a baby girl,
Ali were
Hina and Ghazanfar
joined EF L
rtly after Ghazanfar
sho
ar,
anf
M Karachi.
Maham Ghaz
KA
is
current responsibility
in May 2010. His
z’s Son
Muhammad Ijahad a baby boy named Muhammad
, M. Ijaz
On May 15th 2010
ing with EF L as a
d Ijaz has been work
ma
ham
Mu
.
Sameer Ijaz
e.
hiwal plant warehous
team leader at the Sa
’s Weddingwith Ayesha was
Asif JavaidMu
hammad Asif Javaid
of
L
Marriage ceremony
n working with EF
2010. Asif has bee
rch
Ma
.
life
s
rou
held on 28th
spe
pro
a
2007. We wish him
since 27th August,
Apply Control to Work At Height Hazard
Work at height is a major hazard at work places.
As per Health and Safety Executive UK statistics,
For 2003-2004, total of 64 fatalities reported due to fall from height &
For 2002-2003 , 4,256 major injuries reported due to fall at height.
Although tthe hazard cannot be eliminated, strict controls are necessary to contain its
fatal consequences.
An initial training of 6 persons from different departments was carried out at SWL plant with filed visits
to increase awareness of the key persons regarding work at height ( Ladders / scaffolding) standards.
Creating Awareness of Global Issues
Among EFL Employees
Celebrating the Earth Hour. - Global Environment
- With every passing day the earth environment is degrading day by day. There
are many contributing factors to this degradation like industrialization,
deforestation, colonization etc.
- This major climatic change is attributed to Global Warming. For example,
electricity produced from fossil fuels generates by products like CO2, NOx, SOx,
that produce a Green House Effect in the atmosphere. This entraps reflected
sun light and thus the earth is warmer.
Before lights we
re put off
- This means that if electricity is less consumed, there will be less pressure on
generation, and less generation of electricity from fossil fuels will have reduced
adverse impact of the global environment.
- So,
in order to contribute towards the global cause, EFL SWL and EFL SKZ
put off extra lights, switched off AC’s in the guest houses and planted trees
during the Earth Hour Celebration on March 27, 2010.
lights of
Earth hour. Heavy
se & admin
O-more guest hou
off
buliding were put
P Project
Tarang Break – IS Head & SA
eshan ur Rab)
Manager (Zainab Hameed & Ze
eventually decide to
1.What was the main driving force that pushed EFL to think and
implement SAP?
for a decision support
ZEESHAN: In this highly competitive environmentthere was a need
The main drivers
controls.
improved
and
system that could offer enhanced business visibility
for EFL to decide to implement SAP are:
-To carry onwith the fast pace of growth.
-To get an insight into the business.
-Better & improved controls using SAP best practices.
procurement to sales
-Bring synergies into the system through integrated processes from
made this imperitive
ZAINAB: Growth - the phenomanal pace at which we are expanding
and information anymore
we cannot have decentralized and disintegrated processes, systems
2. Give us some information on the scope of this implementation.
ZEESHAN: Organizational Scope: EFL & ESFL.
Functional Scope covers the following modules of SAP:
planning, recruitHCM: Covers all the aspects of HR operation like payroll, personnelcost
ent.
managem
&time
ment, training,organizational management,personnel administration
general accounting,
FICO: Includes product costing, cost center accounting, budgeting,
with internal &
deals
module
This
.
treasury
&
les
accounts payables, accounts receivab
tion.
external reporting of the organiza
SD: Sales &Distribution
& issuance of
MM: Deals with purchasing of materials, services, warehousing, receipt
materials.
s.
QM: Quality Management ensures quality at each and stage of operation
PP: Deals with planning & execution of production.
and processes on the same
ZAINAB: We should be connecting all dots - bring all businesses, divisions
modules across EFL
platform, we are implementing FICO, SD, LE, MM, PP, QM, HCM
3. What are your challenges as Project Leaders for this implementation?
, moreover around 250 end
ZEESHAN: A variety of legacy systems and diversified business portfolio
is a challenge for change
users across 15 locationswill be trained on SAP before go live date,
management.
t divisions and departments and
ZAINAB: Change of current practices, coordination between differen
at EFL
time from SMEs and others - with everything else that is happening
Consumer Centric
Integrity
of Project Pixel?
4. How can each one of us at EFL contribute towards the success
the project team to success.I
ZEESHAN: All of us being leaders in our area of operations can guide
respective SAP power users &
would request current & future users of SAP to keep in touch with
user briefings for this purpose.
SMEs of your respective modules. We have also scheduled monthly end
one of you - it is for each one
ZAINAB: It will change the way EFL works so it will affect each
r to connect the dots of you. Each one of us is a pixel in this - and we have to work togethe
with the team.
concerns
or
treat this as an important project for EFL and share any comments
5. Any advice you would like to give to the project Pixel Team?
Innovation
tion with respective SMEs.
ZEESHAN: Stick to the project deadlines & deliverables, close coordina
is extremely important for EFL
ZAINAB: Believe in yourself and know that whatever you are doing
- hence both the glory and responsibility is great
6. When is the go live and what are your feelings for that day?
team is excited and looking
ZEESHAN: We plan to go-live immediately after Ramzan. The whole
to a new world class system.
forward for this historic day of smooth transition from legacy systems
Our People
ZAINAB: Go-live is in the first week of October
7. Something you would like to add…?
d. I have full confidence&
ZEESHAN: This project is a challenge that we as pixel team has accepte
inshallah.
faith on this highly professional team of EFL. Together we’ll deliver…
does not include Pixel team
ZAINAB: Only as one team we will be able to achieve this - and this
the more important aspect
only - but EFL as a team. Technology is a just a part of this project
are the people and processes.
Darakshan Tanveer
Kiran Dawani
Raheel Lalani
Atif M.Ali
Numan Alam
Saud Farooq
Hamza Lodhi
Farhan Zaki
CSR
Adnan Ishtiaque
Mian Ahmed Raza
Azeem Abro
Ed
am
e
T
l
a
itori
Issue Q2 2010