HR presentation on Pakistan Oil Field Limited

Group Members:

Imran

Fahid

Sulman

Pakistan OilFields Limited

Overview:

Leading oil and gas exploration and production company.Subsidiary of The Attock Oil Company Limited (AOC).In 1978, POL took over the exploration and production business of AOC.Manufactures LPG, Solvent Oil and Sulphur.POLGAS.In 2005, the company acquired a 25% shared in National Refinery Limited.

*(Staffing)

Staffing

Training&

Development

Motivation Maintenance

Basic functions of HRM

Staffing Objective:

Attract and retain capable and qualified employees

Policy:To promote from within the

organization, wherever possible to fill higher vacancies.

Job Specification

Job Description

METHODS OF COLLECTINGJOB ANALYSIS INFORMATION

Interviews

Observation

Recruitment: To fill an available vacancy New approved position

Process of recruitment: Assess need Create a pool of eligible candidates: Screen out candidates: Make selection

Recruitment:

The selected candidate will only be inducted into the Company provided the fulfills the following conditions.Identity cardA certificate of registration.References as provided on the application.All copies of educational certificate.Documents indicating date of birth preferably matriculation or equivalent

certificate.Offer of employment is however subject of Medical Examination.

Selection:

MEDICAL:

APPOINTMENT:

PROBATIONARY PERIOD:

Training and development

improve the level of knowledge and productivity in the company.

improvement of employee's performance in terms of his attitude, skills, knowledge and behavior.

Change in technology.

ORIENTATION PROGRAM:The Company systematically introduces a new entrant to:His work and its place in the entire organization.His co workers and other associates.The Company, its policies, procedures, manuals and objectives. The orientation lasts for a week or so, depending on the position of the entrant.

TRAINING POLICYTraining and development is a continuous processDesigned to bring about a change in the attitude of confirmed employees with

respect of the job they are doing, the people around them, the new procedures, techniques and skills which they can use.

Types of training carried out:

Job instructions trainingHealth and safety training

Type of development carried out:

Job rotationMr. Sadit mentioned that the organizations development is brought about

by assessment of employee’s attitudes about their jobs.

MotivationOBJECTIVETo appraise performance of an employee.To find out His improvement and development needs.To identify his potential for advancement.

POLICYPOL requires each department Head to methodically appraise

the performance of employees, reporting to him.The performance should be reviewed objectively and without

prejudice.The performance for prior years should not influence the

current review, and the employee’s achievements for a particular period only, are to be appraised.

In order to keep the results unbiased POL needs the appraisal to be discussed withG.M and All AGFMs for Senior Management Staff and G.MAll GMs and Manager (HR) for Junior Management staff. Chief Executive will finally review the recommendations

made by the appraisal committee.Appraising Performance The purpose of appraising performance is to determine how effectively each employee performs his work against the requirement of his position.

Maintenance Maintaining employees has given the utmost preference in POL

Compensation over and above a base pay rate.Salary incrementFire/Emergency alertsMedical, club activities, gamesProper houses with a safe and a secure societyAdjust labor cost to financial results.Bonuses on performanceCheck & balance