TDAP Structure

Changing Realities:
Nurturing Aspirations

TDAP, in essence, is a continuation of EPB albeit with a larger mandate of developing trade and enhancing exports. As successor organization, the present, interim structure of TDAP reflects the provisions of a diverse makeup commensurate with the new vision and takes into consideration the role of Marketing, Products, state of the art technology for both the management of the organization and the mandate of stakeholder interaction.

TDAP’s structure as organization will evolve overtime, keeping in mind realities of present day and age which require that structure to cater to division vertically and across. Helping it meet the incremental increase in targets would consequently be the responsibility of the legacy human capital of the EPB who have managed the Bureau’s day to day business at its current head office in Karachi, and its 13 regional offices in the country and through the Commercial Officers posted in Pakistan Missions abroad.

The new inductees from the market will help take the transformation forward over the next 18 to 24 months during which time the organization will be given shape. The final fit of seven directorates and 27 disciplines of corporate services and functions will be tightly woven into a seamless, silo-free, cross-cutting, flat and fleet of foot organization. The above schematic of the wheel of function and services will act as a focus and term of reference for the Organization Development and HR consultants particularly retained for the transformation process.

The critical asset of an organization is unquestionably its people. It is the commitment of employees that helps the organization translate its vision into quality products and real services that it provides to the marketplace.

Evaluating Potential, Developing Skills

Organizational Development and HR Management

As a successor to EPB, TDAP acknowledges employees of the organization as its most critical asset. TDAP thus looks forward to create an environment that leverages their competencies through specialized training to enable them to perform and achieve the potential for growth in the organization.

To ensure a structured and objective assessment of the existing skills, competencies and experience and therefore appropriateness of work assigned along with identification of individual developmental needs, TDAP has onboard Human Resource Consultants of international background and repute who will undertake a process of individual HR evaluation and assessment of the organization’s employees. These Human Resource Consultants would independently undertake a human resource audit for reassignment of tasks, providing appropriate training facilities and inducting new talent, thus helping increase organizational capacity.

The HR Management exercise will include development and design of HR policies, procedures and processes, role profiles and job descriptions, compensation and benefits structure, keeping in perspective the local market realities, performance management mechanisms and employee relations management tools, besides career and succession planning, identification of training needs and undertaking training for staff as part of this subset assignment. 

TDAP looks forward to creating a workplace which is conducive to a motivated workforce that is geared to meet the needs of the organization, a place where they have room to grow their careers, achieve their aspirations and be rewarded for their contribution to the results achieved by TDAP.