hr final project

7/31/2019 HR Final Project

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INTRODUCTIONOGDCL is a public limited company with major share of Govt. of Pakistan. The company is

engaged with the basic activities of oil and gas exploration and development having the objective

of attaining selfsufficiency in oil and gas requirements of the country. OGDCL was established

as a Govt corporation in 1961, and converted into public limited company in 1997. At present5% of the OGDCL shares are floated into the market and the Govt. of Pakistan holds 95%. The

planes are made to float the stock up to more than 50% in public in the near future the in order to

increase its efficiency, and compete in the market. As OGDCL is the entity of govt. till now

therefore it is under the administrative control of the Ministry of petroleum. OGDCL is

contributing towards the energy sector of Pakistan, in requirements of the petroleum and gas. It

is the largest Oil and Gas Exploration Company in Pakistan. Having a look on the companies

mission statement will even clear the picture of the OGDCL. During the 1950s, these companies

accepted out widespread geological and geophysical surveys and drilled 47 exploratory wells.

OGDCL is an organization with manpower of 14000 including 1438 officers. Personnel

department takes care of all human related matters and has direct involvement in prosperity andfuture goal attainment of company. OGDCL has no doubt been successful in achieving its goal to

promote the sustainable supply of energy for the benefit of the country. It has been consistently

contributing towards the goal of selfreliance in the energy sector and to the betterment of the

nation not only through production of oil & gas, but also through various social development

projects, by providing emplacement opportunities, health care and educational benefits to the

inhabitants of its operating areas and developing into a responsible, environment conscious

entity.

ORGANIZATION GOALS & CORE VALUESo valueo Integerityo joint efforto Safteyo keennesso improvement

OGDCL Concentrate on four type of goals which are Financial, customer, learning & growth,

internal processing goals here is the overview of the following.

Develop Strategies for future growth, Formulate investment decisions by ranking projects on the

basis of best economic indicators,take full advantage of profits by investing surplus funds in

profitable avenues reduce cost and time to get better performance outcome continuously get

better value of overhaul and sensitivity to maintain a pleased customer base.improve consistency

and effectiveness of supply to the customer be a accountable corporate citizen Motivate our


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employees and increase their methodological managerial and business skills from side to side

new HR practices attain full sovereignty in fiscal and decison making matters cyclic business

method reengineering

Mission of OGDCL.

To adopt and maintain a distinct commercial orientation with balanced, efficient

and competitive structure to meaningfully explore and exploit indigenous

resources for the optimum production of oil and gas besides seeking opportunities

abroad.

Vision og OGDCLTo be a leading multinational Exploration and Production Company.

NATURE OF THE ORGANIZATIONDuring the last 36 years (up to 97) under the supervision of the Government, the corporation has

grown into a technically feasible and commercially viable organization. In order to execute the

exploratory and development programme with the ultimate objective of attaining self-sufficiency

in oil and gas by developing the hydrocarbon resources of the country, OGDCL has also

developed a sound equipment and operational base which includes 09 Rigs, 06 Seismic parties,

04 Engineering and 02 Field gathering constructions parties etc. OGDCL grow more rapidly

under the chairmanship of Dr. Shahzad and Dr. Gulfraz Ahmed when American drilling rigs

were purchased and his follower completed the project.

Functions of OGDCL : The main functions of the company to plan, promote, organize and

implement program for the exploration and development of oil and gas resources as well as

production, refining and sale of oil and gas.

Activities : OGDCL has conducted extensive surveys to identify potential hydrocarbon bearing

structures and has carried out drilling in order to exploit available oil and gas resources. As of

30th June 2004, OGDCL has drilled 163 exploratory wells and 232 development wells.

OGDCL has completed the following development projects:

Dhodak Development Project located in District D.G. Khan, Punjab. Qadirpur Development Project located in District Sukkur, Sindh. Pirkoh Gas Compression Project in Dera Bugti Agency, Balochistan. Nandpur and Panjpir Development Projects in District Multan. Uch Gas Field Project in Balochistan for Power generation.


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HUMAN RESOURCE DEPARTMENTHuman resource department of OGDCL is one of the main departments of the OGDCL. Human

Resource Deportment at OGDCL is being reorganized to manage people and develop their skills

for meeting Companys requirements. Being the largest exploration and production Company,OGDCL seems to be an attractive company for talented and motivated people in which high

levels of personal and companys performance are recognized and rewarded. Human Resource

Department seems to ensure development of world class workforce, as per OGDCLs mission

statement, target based working and performance based reward system has been evolved.

CURRENT HR PRACTICESResults from goals are the reflection of a managements judgment and execution skills. OGDCL

compare the key ratios for the judgment of management s skills, as studied in the books formanagerial point of view. It is found that such rules and regulations are necessary, and establish a

framework for analyzing key success factors and suggest an approach for establishing

competitive advantage. All such is possible with proper and periodic training of the employees.

We believe that the nature of competition in the E&P business is in the assets management.

Existing assets should be scrutinized on their cash generation ability as well as their returns.The

concepts of motivation theory and other theories are not being applied practically. The educated

employees especially in HRM department are very rare and it is ignoring the proper

implementation of HRM principles. HRM employees have their job protection and treat others as

Governmental employees do. Recruitment section is responsible to carry out the following

functions.

- Recruitment of the employees on merit but not 100%.- Estimate the sanction strength before hiring but not.- Job description for each job with the help of concerned manager whereas this section is

far away in doing so.

OGDCL has a complete structure in order to maintain the employees satisfaction and motivation

of the employees, and most importantly to hire the appropriate professionals. Now management

is thinking to adopt E&P culture, for which a program has been launched VISION OGDCL

2004. Employees are properly invited by the management to submit their proposals for the

betterment of the company. HRM Department can also play an important role in the program

launched by management. The newly appointed professional as head of HRM department can

play a vital role in this regard.


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FUNCTIONS OF HRChief executive officer need HR executives who have a clear sense of strategic direction, know

the services required by the business, and understand the initiatives the business should be taking

toward organizational change. In order to use the HRM function most effectively as a corporate

resource, therefore, top management should consider doing the following.

i. Require that HR executives be experienced business people, for example, through jobrotation policies and by extensive interaction with managers in all other functional areas.

ii. Require the senior HR executive to report directly to the CEO. At present this occurs inabout 70% of companies nationwide. In OGDCL this practice is in vogue.

iii. Ensure that the top HR officer is a key player in the development and implementation ofbusiness plans.

iv. Define the HR departments responsibility as the maximization of corporate profitsthrough the better management and use of people. Concentrate the HRM function on

ways to make people more productive, for which OGDCL is trying to do.v. Do not dilute the HRM function by saddling the HR department with unrelated

responsibilities, such as the mailroom and public relations. Unfortunate currently it exists

but now OGDCL has appointed a GM (HRM) on contract basis and it is hoped that new

arrangement will come up with strategic functions.

vi. To enhance the smooth running and working efficiency of the HRM department it issegmented into sections. All the sections are working separately on their part while

integrated with each other.OGDCL has also given stress on the human resources

management. OGDCL has a personnel department, which is responsible to handle the

human resource problems and its uplift

Personnel department has similar structure like other departments. Department consists of

following sections which are elaborated with their major functions This section is responsible to

carry out the following functions.

Recruitment of the employees Estimate the sanction strength before hiring Job description for each job with the help of concerned manager Requisite and Quail expenditures With holding charges matters

Personnel sections are divided into six having numbers (A to E) and perform following

functions.

Appointment notification Police verification about the new hiring employees Posting and transfers of the employees Probation dealing and confirmation of the probated staff Pay fixation


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Leaves Scholarship and education issues Death notification Retirement Move of the pension file Implementation of the union agreemen

HEIRARCY STRUCTURE HR DEPARTEMENT


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STRUCTURE ORGANIZATION DEPARTMENT

G.M. (H.R) G.M. (Admin)

Manager (CPC) Manager

Sr. Personnel

Personnel Officer (B

Asstt. Personnel Officer

Admin Assistant

Superintendent

Dy. Manager DCPO (G)CPO (R)DCPO (C)DCPO (A)

Board of Directors

Managing Director

Company Secretary Chief StaffOfficer

ED Admin ED C.AED FinanceED DrillingED Exploration


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TOTAL NUMBER OF EMPLOYEESIn HRM Department the profile of working employees is as under:

Officers (Regular) : 18

Officers (Contract) : 01

Staff (Regular) : 110

Staff (Contract) : 18

Total 147

CATEGORIES ( Age, Staff, Labour )EPARTMENTS PH.D

MSC

(ENGG)

BE/BSC

(ENGG) ACMA CA MBA.COM M.PHIL MBBS M.SC D.AE M.A OTHERS

DMIN &

ERSONNEL 0 0 3 0 0 4 1 0 8 1 17 62

UDIT 0 0 0 1 1 10 0 0 0 0 6 32

orporate Affairs 0 1 4 2 0 10 0 0 2 0 1 0

ONST &

NGINEERING 0 1 33 0 0 0 0 0 0 29 0 2

RILLING 0 2 73 0 0 0 0 0 0 115 0 15

XPLOITATION 2 1 26 0 0 0 1 0 0 0 0 0

NV. PROTN &

AFETY 0 0 1 0 0 0 0 0 1 0 0 0

XPLORATION 4 3 34 0 0 0 2 0 196 22 0 54 NANCE &

CCOUNTS 0 0 1 22 3 26 0 0 5 0 9 101

EDICAL 0 0 0 0 0 0 0 50 0 0 0 0

GTI 0 0 0 0 0 0 1 0 0 0 1 0

ROCUREMENT 0 0 1 0 0 5 0 0 1 0 5 17

RODUCTION 2 3 156 0 0 1 0 0 12 38 0 11

ROJECTS 0 3 8 0 0 2 1 0 0 1 0 1

LANT

PERATIONS 1 4 112 0 0 0 0 0 33 92 1 61

ECURITY 0 0 0 0 0 0 0 0 0 0 0 12

YSTEM &

OPPORT 0 0 1 0 0 0 0 0 1 0 0 0

TORES 0 0 0 0 0 12 0 0 1 2 8 29

ELL SERVICES 0 2 13 0 0 0 0 0 15 23 0 12

TOTAL 9 20 466 25 4 70 6 50 275 323 48 409


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DEPARTMENT WISE


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STAFFING PROCESSRecruitment process in OGDCL is conducted under the recruitment section, which generates

pool of potential candidates and acts as a real base to provide facilities of selection of new and

old employees.

POLICIESIt is the companys policy to implement an appropriate recruitment system base on careful

determination of the required competencies and objectives by implying effective search and

selection methods along with the efficient means of communication with potential candidates.It

is the policy of the company that, when ever possible, positions should be filled through internal

job posting and promotions.All departments heads (EDs, GMs, Managers) are to fully

participate and contribute to the hiring process of their respective management staff in

collaboration with HR Department. The hiring process/procedures shall be specified by the HR

Department.All department heads are responsible for making respective description and job

specification in collaboration with an Hr Department, for the purpose of allowing Hr to set

annual hiring plan.All recruitment ( direct or through services contractors) shall be done through

human resource department in compliance with the companys laid down procedures and

standards, no individual shall conduct recruitment or hiring activity without the specific

knowledge and involvement of ED human resources.

Candidates will be selected on the basis of applicable recruitment tests ( for entry level positions

only ), qualification, experiences, ability, interest, aptitude and adoptability to the specific job

recruitments, as already defined in the respective position description.The salary offered will be

with in approved salary policy guideline of the company (R. khattak, personal communication,

March 5, 2010)

FUCNTION OF RECRUITMENT & SELECTIONRecruitment section basically performs the following functions When ever any department in

OGDCL seems to require new employee, it informs the HR Department to hire new employee

for that. Then HR Department analyzes the real situation, whether there is real need of new

employee or not. HR Department advertize the vacant position in the news paper and in the

media to generate the pool of potential candidates and through the recruitment process hire the

new employee for the specific required department.

Same as mentioned above when ever any department feels the need of employee for the hire

position, it informs the HR Department. On the behalf of that department HR Department recruit

the employee by generating the pool of potential candidates. Whenever there is pool of potential

candidates, to select the most appropriate candidate for the vacant position, HR Department

conducts examination, interview and short list the available applicants. Recruitment types


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Regular employees, Contract Basis employees, Trainees Special Trainees, Hiring through

Contractor. The sources of advertisements used by HR department are news papers, media and

internet.The recruitment procedure of the OGDCL is mostly related with CSS of Pakistan .i.e. as

under.

Punjab 50%

Sindh rural 11.4%

sindh urban 7.6%

N.w.f.p 11.5%

Merit 10%

Baluchistan 3.5%

Fata 04%

A.j.k 02%

After the advertisement, they receive application from all over Pakistan and conducts written

examination. This examination is held in those departments, where the candidate want to join

and that department send the result to recruitment section. OGDCl also hire the external

agencies, which provide facilities of conducting examination of applicants.The selection

procedure is recently shortly changed and is as under.

Written Test 40%weightage

Experience 30%weightage

Academic Qualification 30%weightage

SELECTION PRACTICESSelection process in OGDCL starts with preliminary interview of the applicant who qualified the

test. Depending upon the position, preliminary interviews board is formed, who conduct the

preliminary interview. An applicants knowledge, skills and attitude is judged on the basis of

following factors. Education (academic and Professional), Previous experience, Applicable tests

(for entry level position only), Interviews References.

The results of the candidates interviewed are compiled in the order of merit. After conducting the

preliminary interview, the successful candidates are preceded for the selection interviews,

conducted by selection board. This selection board is formed while considering the positions

required. After selection interview, the successful candidates are required for pre-employment


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medical examination arranged by the HR department. In this way HR department completes the

selection process and formulates the job offer. Job offer or appointment letter is delivered to the

successful candidates. This letter clearly spells out the terms and the conditions of employment

and the benefits applicable to the position. All management position offer letters are signed by

ED (executive director HR), while Executive Directors position letters are signed by the

chairman and CEO.When there is no suitable replacement available within the company and

when all sources has been utilized with no results to fill the vacancy with highly potential

candidate, then company rehire an ex-employee on merit.For the requirement of certain position

the company re-engaged the retired employees who are beyond the age of 60, after mutually

agreed terms and conditions.In order to keep the track of attrition, to know the reasons leaving

job and to collect the feed of leaving employee, the exit interview is conducted by the HR

Department. This is also done in order to reduce employee turn over, because greater the

employee turn over, greater will be the cost of employment. To recruit the employees both

internal and external methods are used with in the OGDCL, but analysis reveals that the

corporation gives preference to the internal method. The main draw back of this method is that itblocks the way for new generation which carry new ideas and knowledge. Further more the

recruitment system is also influenced by the nepotism of politicians. Not only recruitment of

employees is influenced by the nepotism of politicians, but selection also. Employees for high

positions are selected on the basis of personal relations and blood relationship. Though OGDCL

is the largest and very multifaceted organization, in spite of that there is no computerized data

based system to record the data of employees.


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REFERENCES

Faisal Riaz Data processing officer HR Department OGDCL

Anum Shahid Internship report on HR Department of OGDCL

hr final project

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