Upload
shakir
View
184
Download
9
Embed Size (px)
DESCRIPTION
COMPANY’S PROFILE: BYCO Petroleum Pakistan Limited (BYCO) formerly known as Bosicor Pakistan Limited, is established in June 14, 2003 BYCO is Pakistan’s emerging energy companies engaged in the businesses of petroleum marketing, chemicals manufacturing, petroleum logistics and of course oil refining and production of petroleum products. The company refines crude oil into various saleable components such as, high speed diesel, liquefied petroleum gas (LPG), motor spirits, high octane blending components, kerosene, jet fuels, furnace oil and naphtha. Company through its refinery at Mouza Kund site; possess a design capacity of 35,000 barrels per day. Company’s first retail outlet was established in July 2007. Now it’s operates more than 213 retail outlets and sells its products in the United Arab Emirates, Taiwan, Oman, India, and Afghanistan. The company is headquartered in Karachi, Pakistan. And they are serving their mission to fulfill the energy demand within and beyond borders.
Citation preview
bYCO Petroleum Pakistan Limited
“Human Resource Management”
Respondent’s Name: Muhammad Raheel (Recruitment Officer) Department : Human Resource Department
ALPHAα
Shakir Ullah (0159)Massror Abbasi ()
INTRODUCTION
Formerly known as Bosicor Pakistan Limited
Established in June 14, 2003
HUMAN RESOURCE DEPARTMENT’S ROLE IN BYCO
Strategic partner.
Provide services.
Responsible for human resource (man power).
Maintain database of employees.
ROLE OF HR IN BYCO
FUNCTIONS OF HR IN BYCO Recruitment and selection.
Compensation and benefits.
Industrial relations.
Time management.
Performance management & Training & Development.
CURRENT CHALENGES OF HR
Extending capacity from 30,000 barrels to 115,000 barrels.
Search for organization fitted employee not job fitted.
Recruit more than 300 employees.
Time period 2 to 3 months.
HUMAN RESOURCE PLANNING
AGGREGATE PLANNING.
SUCCESSION PLANNING.
AGGREGATE PLANNING
STEP1
• ENVIRONMENTAL SCANNING
STEP 2
• FORCASTING THE DEMAND FOR EMPLOYEESTEP 3
• FORCASTING SUPPLY
STEP 4
• MEETING OF DEMAND AND SUPPLY
STEP 5
• EXECUTION OF PLAN
STEP 6
• CONTROL AND EVALUATION
SUCCESSION PLANNING Successors are identified and train so
that they fill the senior position.
Serves two purposes: Transition when employee leaves. Identifies developmental needs of high
potential employees
Normally BYCO promotes the juniors to seniors, and recruits for junior position rather than for senior position.
RECRUITMENT
•Personnel requisition •Realize that need exist or not•Internal and external sources•For internal
• Identify a potential employee for rotation
•For external
• Use the suitable sources
• Creates a pool of CVS• Short listed
SELECTION
SOURCES OF RECRUITMENT Internal sources
Rotation Promotion
External sources Job ads Head hunters Job portals Placements office of universities Word of mouth or networking Company’s own website
MOST EFFECTIVE SOURCE
Depends upon the situation
Normally employee’s reference.
For senior position, any source to get the best
TESTS AND INTERVIEWS Initial test comprise of MATHS, ENGLISH,
IQ questions.
Number of interviews depends upon position.
For Senior Positions: Avoid proper tests on initial levels, Test consists of Scenario based questions, Test for STRESS MANAGEMENT.
QUALILITES SEEK BY BYCO BEFOR HIRING Targets Graduates who exemplify BYCO’s
values, Effective communications skills, Problem solving, Analytical, Time management, Fit for organization.
TRAINING & DEVELOPMENT MICRO NEEDS
New hiring.
Person is rotated or promoted.
For special task.
Identified as high potentials.
Other needs for small group.
MACRO NEEDS Technological
change.
Whole department has to give training.
Plant extension, so training need for that
T&D OPPORTUNITIES
Opportunities for employees to develop themselves.
To complete education.
Offer other programs if the employees are interested
TRAINING PROGRAMS BYCO send their employees outside
Pakistan.
In current situation. Engineers were sent abroad for training. Right from installation of plant to its
operations.
2 year Management Trainee Program
T&D
CYCLE
ANALYZE TRAINING AND DEVELOPMENTANALYZE TRAINING AND DEVELOPMENT
IDENTIFY TRAINING PLANSIDENTIFY TRAINING PLANS
PREPARING TRAINING CALENDERPREPARING TRAINING CALENDER
LECTURES AND COURSE IDENTIFICATIONSLECTURES AND COURSE IDENTIFICATIONS
LOOK FOR INTERNAL SOURCELOOK FOR INTERNAL SOURCE
LOOK FOR EXTERNAL SOURCELOOK FOR EXTERNAL SOURCE
CONDUCT TRAINING SESSIONSCONDUCT TRAINING SESSIONS
WAS TRAINING EFFECTIVE AND HELPFULWAS TRAINING EFFECTIVE AND HELPFUL
YESYES
RESULTRESULT
NONO
ORIENTATION
MAIN OBJECTIVE Gain employee
commitment
Reduce their anxiety
Understanding organization’s expectations
THINGS COVERED Company’s
overview
Mission, vision and values
Departments overview
Policies, rules and regulations
PERFORMANCE EVALUTION Against KPIs, Standards, predefined
Benchmarks.
Evaluations are kept confidential.
Comparison with the past records.
If performance found worst, Internal factors. External factors.
MAINTAINING EQUITY
Basic reason is to retain its existing employees
They have to make there employees motivated
Motivation affects performance
If dis-satisfied, they may switch the job
SALARY BANDS Bands help them in making salary of new
employees.
Salary bands are kept confidential.
If not, then new employees may oversell themselves,
Insecurity among old employees
MAKING SALARY FOR NEW HIRING First they look at salary bands.
If hiring fresh candidates They make salary by considering past
achievements in education, internships, projects.
If hiring experienced, age, experience, current salary.
They have to maintain equity as well
PERKS AND BENEFITS
Medical allowance Bonuses Leave Fare Assistance (LFA) Provident Fund Other allowances
Fuel allowance Mobile allowance Travelling allowance
They also give loans.
JOB DESCRIPTION FORMAT Job Title Position Duties and Responsibilities Department (To whom to report) Main purpose of job Working conditions Communications and working relationships Decision making Key competencies Skill and education requirement Approval
CONCLUSION
A MILLION THANKS TO CLASS
&
SIR SALMAN ABBASI
NowWe Are Open For Questions &
Answers Session