PresentationOn

Human Resource

Management

Human Resource Management

(HRM)• It involves the productive use of people

in achieving the organization's strategic Objectives and the satisfactions of individual employees needs.

• The management function that deals with recruitment, placement, training, development of organization members.

• Simply it is managing the employment relationships.

Importance of HRM People are important assets of an organization. Success of an organization depends upon

people. People’s performance depends upon careful

attention to them.

Components of a HRM System

Components of a HRM System

Recruitment/Recruitment/DecruitmentDecruitment

Recruitment/Recruitment/DecruitmentDecruitment

Training/Training/DevelopmentDevelopment

Training/Training/DevelopmentDevelopment

Compensation &Compensation &BenefitsBenefits

Compensation &Compensation &BenefitsBenefits

PerformancePerformanceManagementManagement

PerformancePerformanceManagementManagement

Human Resource Human Resource PlanningPlanning

Human Resource Human Resource PlanningPlanning

OrientationOrientationOrientationOrientationSelectionSelectionSelectionSelection

Career Career DevelopmentDevelopment

Career Career DevelopmentDevelopment

HRMHRM

Oil & Gas Developing

Company Limited (OGDCL)

“The Price of greatness is

Responsibility”

Introduction of OGDCL

• Established in 1961 with Russian Collaboration

• Self Financed Organization (1989)• 44 fields throughout the Pakistan (Nand Pur, Dhodak, Uch ect.)• OGDCL works in:

– Exploring – Drilling – Production– Marketing

Our Sources of Information

M. Khalid Paracha

Regional Chief

OGDCL

Manzoor Watto

Field Manager

OGDCL Nand Pur

M. Nadeem

Asst. to Field Manager

Khalid Parvez

In charge Production

Mian Shafiq

In charge Plant

M. Shafiq

Superintendent Admin

M. Ameer

Store Supervisor

To be the leading, regional Pakistani O &

G Company, recognized for its

people, partnerships and performance.

Company Vision

Mission

To become a competitive, dynamic and growing O & G Company, rapidly enhancing our reserves through

world class workforce, best management practices and

technology and maximizing returns to all stakeholders by capturing high value business opportunities within the country and abroad, while being

responsible corporate citizen.

Human Resource Management Process

The most important set of activities in any organization

Human Resource PlanningPlanning

HRM “Planning”

• Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met.

• The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.

Planning ………. (continued)

• Current Assessment:Job analysis

Defines jobs and the behaviors to perform them .

Job description A written statement of what a job holder does, how its done

and why it is done.

Job specification A statement of the minimum qualifications that a person must

possess to perform a given job successfully.

• Meeting Future Human Resource Needs.

Planning and Forecasting

• The process of deciding what positions the firm will have to fill and how to fill them.

Assessing FutureHuman Resource

Needs

Assessing Current Human Resources

Developing aProgram to Meet

Needs

Job Analysis

Job analysis is the procedure through which you determine the duties of positions and

characteristics of the people to hire

for them.

Uses of Job Information collected through Job Analysis

•Recruitment and selection• Compensation

•Performance appraisal• Training• Discovering unassigned duties

Method of Collecting Job Analysis Information

• Interview• Questionnaires• Observation• Participant diary

JOB ANALYSIS IN OGDCL

• Supervisory Interviews • Employment Tests• Realistic Job previews• Selection interview

RecruitmentRecruitment &DecruitmentDecruitment

Recruitment

• The development of a pool of job candidates in accordance with a human resource plan

• It is the process of locating, identifying, and attracting capable applicants.

Decruitment

• Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.

Process of Recruitment

Steps in the Recruitment process:Internal Search

Advertisement of a job vacancy.

Web based advertising.

Preliminary contact with potential job candidates.

Initial screening to create a pool of qualified applicants.

Methods of Recruitment process:External Recruitment

Internal Recruitment

Employee Testing and Selection

Selection• The process of assessing candidates and

appointing a post holder to ensure that the most appropriate candidates are hired.

• The scheme used for optimally staffing the organization

Selection Completed Job Applications: Interviews Testing Initial Screening Panel and Serial interviews Background Checks Physical Examination Job Offer

OOrientationrientation

Orientation

• Definition

• Introduction of new employee to their job, their colleague and the organization.

• Types

• Formal • Informal

Topics often covered in Orientation program

• Organizational Issues

• Names & titles of key executives.

• Employees title & department.

• Product line or services provided.

• Over view of production process.

• Company policies & rules.

• Disciplinary regulations.

• Employee Benefits

• Pay scales & pay days.

• Vacations & holidays.

• Rest breaks.

• Counseling.

• Insurance benefits.

• Retirement program.

Topics often covered in Orientation program

• Introduction.

• To supervisors.• To trainers.• To co workers.• To employee

counselor.

• Job duties.

• Job location.• Job tasks.• Job safety

requirements.• Over view of job.• Job objectives.

In context of OGDCL

• Employees are introduced to their job.

• To their colleagues.• To their organization.

• Informal way of orientation

i.e job assigned to a senior member.

Training Training

Training

• Training represents activities that teach employees how to better perform their jobs.

• The process of teaching new employees the basic skills they need to perform their job.

Benefits of training

• Improves profitability.• Improves the job knowledge & skills.• Improves morale of work force.• Helps in understanding & carrying out

organizational policies.• More efficient problem solving & decision

making.• Adjust to change.• Increases job satisfaction.

Types of Training

• Interpersonal skills.

• Technical.

• Problem solving/ Decision making

Employee Training Methods

• On the job.• Job rotation.• Mentoring &

coaching.• Work books &

manuals.• Class room

lectures.

In context of OGDCL

• For new employees.• Technical training

most important.• Methods used for

training”– On the job

Mentoring & coaching.

– Class room lectures.

Performance Appraisalsand Managing Career

Employee Performance Management

• Performance management is a process used within organization to establish and evaluate an individual’s job performance to achieve goals and objectives.

The Process In Performance Appraisals

• Establishing performance goals and standards• Measuring actual performance.• Comparing actual performance and standards• Performance review• Making corrective action (if necessary)

Performance Appraisals at

“OGDCL”• Managers of all departments,including all field

managers.• Team-based verification of employees

performance.• Feedback,development & incentives required

to help employees’ performance deficiencies.• Main target is to improve performance.

GraphicGraphicRatingRatingScaleScale

Written Written EssaysEssays

Critical Critical IncidentsIncidents

360 Degree360 DegreeFeedbackFeedback

MultipersonMultipersonComparisonsComparisons

BARSBARSBehavioralBehavioralAnchoredAnchored

Rating ScalesRating Scales

Performance AppraisalMethods

Graphic Rating Scale

Example:

Performance Criteria Rating Scale Excellent Good Fair Poor 1. Quality of work 2. Quantity of work 3. Creativity 4. Innovativeness 5. Co-operation

Who Should Appraise Performance?

• The supervisor observes and/or evaluates his or her subordinates’ work.

• Self-appraisal requires employees to evaluate their own performance

• Subordinate appraisal provides feedback to managers on how their subordinates view them especially on leadership, communication, delegation of authority, co-ordination, and interest in subordinates.

• Peer appraisal involves employees rating one of their own fellow workers, and the reports are compiled into a single profile for use in the performance review conducted by the employee’s manager

Managing Careers

Career

• A sequence of positions held by a person during his or her lifetime.

• It is also defined as “advancement”.

Defining...• Career• Career Planning• Career Management• Career Development• HR Departments &

Career Planning• Managing Promotions &

Transfers• Diversity in Career

Management• Benefits of Career

Planning

Significant Conclusion about Career Development?• Today The individual – not the organization is

responsible for his/her own career!• Organizational members have to look out for

themselves and become more self reliant.• Boundary less career is being established in

which individual rather than organization define1. Career Progression.2. Organizational loyalty.3. Important skills.4. Market place value.

Career Planning in“OGDCL”

• A distinct sector working under the HR Department

• Career planning for employees,with the collaboration of HR Department

• Full guidance to employees in developing their career

Benefits of Career Planning

• Awareness of Opportunity• Assists with workforce Diversity• Taps employee potential• Reduces hoarding• Satisfies employee needs• Lowers turnover

The HRM Process

Human Resource

management

Recruitment Decruitment

Selection

Performancemanagement

Compensationbenefits

Careerdevelopment

Orientation Training

Compensation(Strategic Pay Plans

& Incentives )

Compensation

“What employees receive in exchange for their work.”

Compensation• Objectives To attract and keep the desired quality and

mix of employees

To ensure fair and equitable treatment

To motivate employees to improve their performance continually

To ensure compensation is maintained at the desired competitive level

In Context of

OGDCLcont’d

•Designations

Officers

Assistants

Workers

•Pay Rolls

Rs. 45,000 to Rs.100,000

Rs. 20,000 Rs. 40,000

Rs. 10,000 Rs. 15,000

In Context of OGDCLcont’d

• Increment on Salary

15 % on best performance

7 % on average Performance

Performance bonus on net profit

(Additional Incentives)

Compensation

In Context of OGDCL

Friendly Working Environment

Semi De-Centralized Model

Pick & Drop ServiceAllowances for Food

In Context of OGDCL cont’d

Heads In annual budget for staff

Fire DepartmentAir Base (under

process)Fly Camp

(Entertainment)

Benefits & Services Fringe Benefits

Benefits and services that employees receive as indirect compensation.

Benefits & Services Benefits are

classified into: InsuranceSecurityTime-off Work Scheduling

Benefits & Servicesin OGDCL

Medical Benefit Time-off Retirement plan Employees Safety

Residential Facility

Ethical Aspects of OGDCLEmployees

• Are praised for good work.

• Are Trusted.

• Complaints are dealt with effectively.

• Are treated with respect.

• Questions and problems are responded quickly.

Ethical Aspects of OGDCL

• Employees hard work is appreciated.

• Employees are treated fairly.

• Co-workers help each other.

• Co-workers treat each other with respect.

Labor Unionsand

Collective Bargaining

Labor Unions

An association or society of employeesof a particular field/org. which representsthem and exists for a purpose.

Aims Union security Improved wages, hours and working

conditions.

Collective BargainingProcess through which representatives of

union and management meet to negotiate a labor agreement.

In context of OGDCL

All Employees Labor Union All Mazdoor Ittahad Union

Here two Labor Unions Exist

Union Tools

Strikes Boycotts Corporate campaign Inside games

Losses may face by the OGDCL

If employees don’t work for an hour, the org has to face the loss of millions of rupees.

Overall Framework for

Human Resource ManagementCOMPETITIVECOMPETITIVE

CHALLENGESCHALLENGES• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment

COMPETITIVECOMPETITIVECHALLENGESCHALLENGES

• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment

HUMAN HUMAN RESOURCESRESOURCES

• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations

HUMAN HUMAN RESOURCESRESOURCES

• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations

EMPLOYEEEMPLOYEECONCERNSCONCERNS

• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns

EMPLOYEEEMPLOYEECONCERNSCONCERNS

• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns

Issues & Challenges affecting HRM