MUHAMMAD HUSSAIN

This report is for HRM-301:Human Resource Management, instructor Mr. Shiraz Ahmed. This report involves HR Strategy and function of Recruitment. How the fit and consistency of HR Strategy with Organizational Strategy, Organizational Compatibility, Organizational Characteristics and environment affect Recruitment process and its result in employee engagement and performance

EFFECTIVE HR STATEGY FORMULATION AND RECRUITMENT HR STRATEGIES

1EFFECTIVE HR STATEGY FORMULATION AND IMPLEMENTATIONORGANIZATIONL STRATEGY: RECRUITMENTRecruitment process is done with organizational strategy of the company. SSGC is a government corporation sector, with 70% of Government`s stake. Hence the company has to be in line with public sector, public welfare and complete government compliance. This involves its HR department (like all others) and also the recruitment process and procedures are aligned and fit with SSGC strategy which depicts public orientation.

Recruitment process has certain SOPs. It has certain terms and conditions. The typical process involves stages Trainees Management or Engineers are hired after National Testing Service and after a year of contractual working as Trainees, they again give NTS tests and then finally recruited. But for this process to be public oriented, it has to be completely transparent, as being a government organization there cannot be any private or personal hirings.

For this NTS is used and most importantly SSGC has hired 3-4 3rd party HR firms or Head Hunters such as Fulcrum, HRS Global ad ESW. As they are renowned and credible.

ORGANIZATIONAL CHARACTERISTICS Organizational Culture or organizational development build upon organizational Characteristics for SSGC. Typically, SSGC would prefer recruiting candidates who have taste of SSGC organizational culture and work experience. These refer to

SUI SOUTHERN GAS COMPANYSui Southern Gas Company, abbreviated as SSGC, was created on March 30, 1989, following a series of mergers of 3 pioneering energy companies. Sui Gas Transmission Company, Karachi Gas Company and Indus Gas Company. Sui Gas Transmission Company Limited was formed in 1954 with a primary responsibility of gas purification at the Sui field in Baluchistan and its transmission to the consumption centres at Karachi. Two distribution companies were established in 1955 and were responsible for the distribution of gas to consumers in Karachi and other towns along the rout of the transmission pipeline between Sui and Karachi. In 1985, these two distribution companies were merged to form southern Gas Company Limited and later, in 1989, Southern Gas Company Limited and Sui Gas Company Limited were merged to form a Sui Southern Gas Company Limited. Now SSGC is a public limited company, listed on the Karachi, Lahore and Islamabad Stock Exchanges with more than 70% direct shareholding by Government Of Pakistan. 1 % consumption and Industrial consumers

HUMAN RESOURCE DEPARTMENT (HR):HR department serves as the backbone of any organization. It is responsible to manage employees’ relations, rights, hiring and firing, enquiry, compensation and benefits etc.In SSGC, the Human Resource Department is divided in 3 divisions namely Operational, Industrial Relations and Organizational Development and Training. Operational Department deals with the affairs related to the Executive cadre while Industrial Relation deals with subordinate cadre. And the Organizational Development is engaged with HR planning and development. Human Resource Department of SSGC follows “Equal Employment Opportunity” standards and believes that both, male and female should be treated fairly while hiring, firing, and training or providing benefits etc.

Mansoor Ahmed SoomroAssistant Manager (Human Resources) at Sui Southern Gas Compant LtdOil and Enery

2people who have been SSGC culture such as Interns, Trainees and Contract Employees.

Another vital part of Organizational Development department of SSGC is to get right person, right place at right time. This therefore, calls for organizational training.

RECRUITMENT AND ENVIRONMWNTSSGC is public sector. It has strict government involvement and it is a part of SSGC environment. Sometimes government imposes ban on recruitment, at other time it implies ban on transfers and posting. Yet with the change of government allows another set of environmental forces.

The new government wants its own hiring or firings. Despite transparency there are always refferals. Currently, SSHC is facing UFG loss. Unaccounted For Gas. So even HR and recruitment is in losss.

ORGANIZATIONAL CAPABILITIESSSGC generally involves Oil, Gas and Energy. The whole operations are based upon exploration and engineering process. Organization capabilities seeks its employees with engineering capabilities. We hire trainees either with Engineering or Management capabilities. SSGC has minimal marketing or even sales capabilities. We are the market leader. Everyone has to come to SSGC. So minimal amount of Marketing, sales or corporate hirings. We need only people with our operational capabilities as we are a distribution companies.

PERFORMANCE AND EMPLOYEE ENGAGEMENTWe have a strong performance management system and leads to better employee engagement. We believe in creating organizational development that keeps employees engaged small example could be mix gender offices.

We have gradings. BE – below expectations, ME- meet expectations, EE exceed expectations and SEE super exceed expectations. Above ME we give increments and special bonuses to SEE. Consecutive SEE may lead to leadership.

Although the darkside to such employee engagement could be boss employee outgroups or even favouritism. This can lead to injustice and boss prejudice.

IMPROVEMENTS1. SSGCS needs to have independence from political hiring’s and firings too.

32. It should use better HRM software modules, like that of SAP3. Use its own HR department4. Better test system rather than NTS5. ESI rather than PMS