Ej2 Project on Hr in Ogdcl

8/4/2019 Ej2 Project on Hr in Ogdcl

1/36

Presentation On

Human Resource Management


2/36


(HRM)It involves the productive use of people inachieving the organization's strategicObjectives and the satisfactions of

individual employees needs.

The management function that deals withrecruitment, placement, training,development of organization members.

Simply it is managing the employmentrelationships.


3/36

Components of a HRM

System

Components of a HRM

System

RecruitmentRecruitment //DecruitmentDecruitment

TrainingTraining //DevelopmentDevelopment

Compensation & Compensation & BenefitsBenefits

PerformancePerformanceManagementManagement

HumanHuman ResourceResourcePlanningPlanning

OrientationOrientationSelectionSelection

CareerCareerDevelopmentDevelopment

HRM


4/36

Oil & Gas Developing

Company Limited (OGDCL)

The Price of greatnessis Responsibility


5/36

Introduction of OGDCL

E stablished in 1961 with Russian CollaborationSelf Financed Organization (1989)44 fields throughout the Pakistan

(Nand Pur, Dhodak, Uch ect.)OGDCL works in:

Ex ploring Drilling Production Marketing


6/36

To be the leading,regional Pakistani O & GCompany, recognized for its people, partnerships

and performance.


7/36

M ission

To become a competitive, dynamic and growing O & G Company, rapidly

enhancing our reserves through world class workforce, best management

practices and technology and ma x imizingreturns to all stakeholders by capturinghigh value business opportunities within

the country and abroad, while beingresponsible corporate citizen.


8/36

Planning and Forecasting inOGDCL

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

Assessing FutureHuman Resource

Needs

Assessing CurrentHuman Resources

Developing aProgram to Meet

Needs


9/36

J ob Analysis

J ob analysis is the procedure

through which you determine theduties of positions

and characteristics of the people to hire

for them.


10/36

M ethod of Collecting J ob AnalysisInformation in OGDCL

Interview Questionnaires Observation Participant diary


11/36

J OB ANALYSIS IN OGDCL

Supervisory Interviews Employment Tests Realistic J ob previews Selection interview


12/36

Process of Recruitment IN

OGDCLSteps 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 qualifiedapplicants.

Methods of Recruitment process:External Recruitment

Internal Recruitment


13/36

Completed Job Applications:

InterviewsTestingInitial Screening

Panel and Serial interviewsBackground ChecksPhysical Examination

Job Offer

Selection IN OGDCL


14/36


15/36

OrientationIn 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.


16/36

Emp loyee Training

Methods in OGDCL On the job. Job rotation. Mentoring & coaching. Work books & manuals. Class room lectures.


17/36

Continued. training inOGDCL .

For new employees. T echnical training

most important.Methods used for training On the job Mentoring &

coaching. Class room lectures .


18/36

Performance Appraisals

at OGDCL Managers of all departments,including

all field managers.

Team-based verification of employees performance.

Feedback,development & incentives required to help employeesperformance deficiencies.

Main target is to improve performance.


19/36

GraphicGraphicRatingRatingScaleScale

WrittenWritten

EssaysEssays

CriticalCriticalIncidentsIncidents

360 Degree360 DegreeFeedbackFeedback

MultipersonMultipersonComparisonsComparisons

BARSBARSBehavioralBehavioralAnchoredAnchored

Rating ScalesRating Scales

PerformanceAppraisalMethods


20/36

Graphic Rating Scale

Example:

Performance Criteria Rating Scale

Excellent Good Fair Poor 1. Quality of work2. Quantity of work3. Creativity4. Innovativeness5. Co-operation


21/36

The HRM Process

HumanResource

management

Recruitment Decruitment

Selection

Performancemanagement

Compensationbenefits

Career development

Orientation Training


22/36

Compensation in OGDCL Objectives To attract and keep the desired quality and mix of employees

To ensure fair and equitable treatmentTo motivate employees to improve their performancecontinuallyTo ensure compensation is maintained at the desiredcompetitive level


23/36

I n Context of OGDCL

contd Designations

O fficers

Assistants

Workers

Pay Rolls

R s. 45,000 to R s.100,000

R s. 20,000

R s. 40,000

R s. 10,000 R s. 15,000


24/36


contd Increment on Salary 15 % on best performance7 % on average Performance

Performance bonus on net profit


25/36

I n Context of OGDCLF riendly WorkingEnvironment

Semi De-CentralizedModelPick & Drop ServiceAllowances for F ood


26/36


contd H eads In annual budget for

staff F ire DepartmentAir Base (under process)

F ly Camp (Entertainment)


27/36

Benefits & ServicesFringe BenefitsB enefits and services thatemployees receive asindirect compensation.

Benefits are classified into:Insurance

SecurityT ime-off Work Scheduling


28/36

Benefits & Services

in OGDCLM edical Benefit Time-off

Retirement planEmployees Safety


29/36

R esidential Facility


30/36

E thical Aspects of OGDCLEmployees

Are praised for good work. Are T rusted.Complaints are dealt with effectively.

Are treated with respect. Q uestions and problems are responded

quickly.


31/36

E thical Aspects of OGDCL

Employees hard work is appreciated.

Employees are treated fairly.Co-workers help each other.Co-workers treat each other with respect.


32/36

Labor Unions

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

AimsU nion securityImproved wages, hours and working conditions.

C ollective BargainingP rocess through which representatives of union and

management meet to negotiate a labor agreement.


33/36

LABOR UNIONS

In context of OGD C L

All Employees L abor U nionAll Mazdoor Ittahad U nion

H ere two Labor Unions Exist


34/36

Union Tools

S trikes

BoycottsC orporate campaignInside games


35/36


36/36

Overall Framework for


COMPETITIVECOMPETITIVECHALLENGESCHALLENGES

GlobalizationGlobalization

TechnologyTechnologyManaging changeManaging changeHuman capitalHuman capitalResponsivenessResponsivenessCost containmentCost containment

HUMANHUMANRESOURCESRESOURCES

PlanningPlanning

RecruitmentRecruitmentStaffingStaffingJob designJob design

Training/developmentTraining/developmentAppraisalAppraisalCommunicationsCommunications

CompensationCompensationBenefitsBenefitsLabor relationsLabor relations

EMPLOYEEEMPLOYEECONCERNSCONCERNS

Background diversityBackground diversity

Age distributionAge distributionGender issuesGender issuesEducational levelsEducational levelsEmployee rightsEmployee rightsPrivacy issuesPrivacy issuesWork attitudesWork attitudes

Family concernsFamily concerns

Ej2 Project on Hr in Ogdcl

Documents

Transcript of Ej2 Project on Hr in Ogdcl