Career Development and Traing

7/28/2019 Career Development and Traing

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Employees Career

Development and Training

Jalees-ur-Rehman


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Agenda

PARCO at glance

PARCO Objective

Current Problem/ Challenges Analysis of the Problems

Proposed Solution

Business Impact of the Solution Recommendations


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A Joint Venture of Govt. of Pakistan and the Emirate of Abu Dhabi

Pakistan Largest Refinery Crude Oil Refinery

2000 Km long Pipeline Network

Marketing Company PARCO Pearl Gas

An asset base approaching Rs. 141 billion 1600 officers staff: Engineers, Technologist, MBAs, IT and

Accountants.


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PARCO Strategy

To maximize Gross Refinery Margin By:

Increasing Operational Efficiency

By developing employees Technical &

Management skills to improve Business Processes

and Operations


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Hindrances to Company Strategy

HR strategy is not aligned with the companystrategy

Employee turn over >20%

No career development plan for employees Main reason of turn over No career

development plan

Employee does not know where he will be after 5

years Increasing gap between young and senior

management


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Impacts of the Problem

Approx. 70-80% of new trainees leave within 4-6 years

No operational efficiency due to newly inducted engineers

High Recruitment and Training costs Rs 1.8 million

(approx.) High & recurring cost of recruitment & training of new

employees

High employee maintenance cost

Company culture changes with high number of newemployees

Low motivation and ownership


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Proposed Solution

Development of new HR strategy

Alignment of HR strategy with companystrategy

Development of new training department andtraining facilities

Development of career development

processes plan Development of relationship with training

partners


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HR Strategy

To motivate employees to increase trust and

stay at company by

Decreasing turn over below 10%

Developing employees technical andmanagerial skills by developing internal andexternal training facilitates.

Developing career plan for employees todecide what role and which field he willprogress early in his career


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Training Department


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Career Development Process


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Career Development Process

1. Development of 10 years career plan after 2years of training

2. Highlighting the role, field and position in thefuture

3. Identification of technical and managerial skillsfor the role and position

4. Development of Training Plan

5. Setting the bench mark of the performance forthe projected role and position

6. Performance evaluation and promotion


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Development of Training facilities

Set up of training Labs and centers at Refinery

and CHQ

Procurement of PCs, multimedia, and video

conf. equipment

Procurement of technical, process and

operation equipment for hands on experience

Connecting training facilities with training

partners


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Development of Training plans &

partners

Development of training plan for each year forindividual

Preparing the technical and managerial training

objective Identifying the training partners to availing

training services

Monitoring the training progress of eachemployee

Recommendations on the basis of performance


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Impact of the proposed solution

After proper implementation:

Employee stay would increase to 10 years

Turn over can be estimated below 10%

Recruitment cost would decrease significantly

In-house technical can be developed

Managerial and leadership skills can be

developed with the help of training partners The gap between senior management and young

engineers can be filled


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Thank You

Q&A


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PARCO at Glance ...

A Joint Venture of Govt. of Pakistan and the Emirate of Abu

Dhabi

Pakistan Largest Crude Oil Refinery

2000 Km long Pipeline Network

An asset base approaching Rs. 141 billion

1600 officers staff: Engineers, Technologist, MBAs, IT and

Accountants.


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To Maximize Gross Refinery Margin By:

Minimizing Operating Expenses

PARCO Objective

Documents

Career Development and Traing