HR INFORMATION SYSTEM REPORT

Presented to:

Ma’am Saman Naz

Submitted by:

Group 3

Anjum Fayaz Roll # 07Omer Shahzad Roll # 08Zeeshan Ahmad Roll # 09Sehrish Shafi Roll # 61Qaisar Abbas Roll # 62Mudassar Sultan Roll # 63

BAHAUDDIN ZAKARIYA UNIVERSITY, MULTAN

LIST OF CONTENTS

Sr. No. Title

1 Introduction To The Organization

2 Organization Structure of The Human Resources Management Department

3 Human Resource Management Process In The Organization

4 Conclusions

Introduction to the Organization:

Pak Arab Refinery Limited (PARCO) was established in

Pakistan in May, 1974 as a Public Limited Company.

Initially this project was transformed into pipe line

operation from refinery and then in year 2000 this

project came into its actual shape of refinery.

PARCO is known as the back bone in Oil and Gas sector

as its location is in the mid of the country. That is why is

called MCR (Mid Country Refinery).

PARCO is a (60:40) joint venture between Governments

of Pakistan (GOP) and Abu Dhabi, having paid up

capital of Rs.12 billion and total equity of Rs.36 billion.

Since the commencement of commercial operations 24

years ago, the company has expanded a phenomenal 53

times, achieving an asset base approaching Rs. 100

billion.

The Emirate of Abu Dhabi’s shareholding is represented

by Abu Dhabi Petroleum Investment (ADPI), whose

shareholders are International Petroleum Investment

Company (IPIC), Abu Dhabi and OMV. The company

currently owns and operates Pakistan’s longest pipeline

network and the largest oil refinery, the Mid Country

Refinery (MCR).

PARCO’s refined petroleum products transport logistics

is based on road and the existing pipeline network. The

surface transport mode is potentially hazardous to other

traffic, human lives and the environment besides wear

and tear of road surfaces. PARCO's pipeline network is

more effective, safer and more cost effective alternative

for both crude and product transportation. This is the

basic reason that PARCO continued to maintain

increasing profitability, liquidity and growth trends from

its day of construction to today.

PARCO’s MCR is the largest Refinery currently

operating in the Pakistan and accounts for 35.6% of total

refined oil production in the country and working under

the Ministry of Petroleum and Natural Resources with

broader policies, mission and clearly defined vision.

PARCO is presently engaged in the transportation of

petroleum product on behalf of oil marketing companies

OMC’s from Karachi to Mahmoodkot near Multan to

Faisalabad and Machike near Lahore through its 1,228

kilometers Pipeline. PARCO’s pipeline system includes

a network of highly sophisticated telecommunication

facilities and a comprehensive supervisory control and

data acquisition system.

Board of Directors:

Dr. Asim Hussain Chairman

Mr. Mohammad Nasser Director/Vice Chairman

Muhammad Rasheed Jung Managing Director (PARCO)

Mr. Mehmood Akhter Director

Mr. Aijaz Ahmad Chaudry Director

Mr. Shafeeq AK Hussain Director

Dr. Hans-Heinz Horrak Director

Mr. Sabar Hussain Director

Mr. Ahmad Ghalab Director

Main Offices:

Corporate Office:

Corporate Headquarters,

Korangi Creek Road,

Karachi - 75190, Sindh, Pakistan.

Registered Office :

Avari Plaza,

Adjacent to Hilton Hotel,

87, Shahrah-e-Quaid-e-Azam,

Lahore, Punjab, Pakistan.

Refinery Office (MCR):

Qasba Gujrat, Distt. Muzaffargarh,

Teh. Kot Addu, Punjab, Pakistan .

Marketing & Commercial Office:

Mohammad Arcade, 1 s t floor,

Khanewal Road, Near Choungi # 9,

Multan, Punjab, Pakistan.

Organization Structure of the Human Resources Management Department:

The department is headed by the General Manager

(Corporate Affairs). Then this department is divided into

three groups.

Department Head Human Resource.

Department Head Administration.

Department Head Personnel & Admin (MCR).

Department Head (MCR) has following two sections:

Chief Administration Section.

Chief Personnel & Industrial Relation Section.

At PARCO, Human Resource Department is working to

incorporate and prefer better quality of its people in

every field of life. The valuable Human Resource

planning helps to control surprising market position.

The main mission of Human Resource department is to

calculate, evaluate and formulate long run Human

Resource policies to meet new demanding & diversifying

market around the globe in time.

To make the right option, in selection of the people,

whom can be used to invent the most effective policies

which are used to choose the right person for right

place? The reason behind this is to achieve the target of

quality work and increase the overall effectiveness and

yield in not only methodical and sustainable way but

also maximizing the quality of work life.

Major activities performed by Human Resource

Department are as follows:

Manpower Planning and Recruitment: PARCO manpower planning enables a department to

project its short to long term needs on the basis of its

departmental plans so that manpower requirements can

be met as per changing priorities.

The number of recruits required in a specified time

frame and the availability of talent.

Early indications of potential recruitment or

retention difficulties.

Surpluses or deficiencies in certain ranks or grades.

Availability of suitable qualified and experienced

successors.

Human Resource Department takes steps to employ staff

as per needs in terms of grades, ranks and the time scale

in which the staff is required.

The general principles underpinning recruitment within

the employee that recruitment should:

Use procedures which are clearly understood by

the candidates and which are open to public

scrutiny.

Be fair, giving candidates who meet the

stipulated minimum requirements and equal

opportunity for selection.

Select candidates on the basis of merit and

ability.

Recruitment of overseas officers is under taken

only when no or insufficient local candidates

are available.

PARCO Hiring Policy:

PARCO have clear recruitment and selection policy of

employees. The overall requirement of the jobs and

qualification of the individuals are the determining

factors in the selection and placement of employees. The

Company however, endeavors to bring about and

maintain, as far as possible, a fair balance among

candidates from various provinces.

The policy of the company is to develop and promote its

employees from within the organization whenever

possible. Where there is a deficiency of qualified

personnel within the organization, the company recruits

from external sources.

Recruitments and promotions are carried out to fill

vacancies on the basis of the approved career planning.

Selection Process:

Job advertisement

Job application

Short listing as per criteria

Reception at employment office

Selection tests

Preliminary interview of successful candidates

Employment interview (Final Interview)

Offer letter

Medical examination letter

Final medical clearance letter

Appointment letter

Joining report

CONDITIONS:

Employment Age :

The persons who have completed the 18 year of age and

not exceeded the age of 60, which is normal retirement

age, are eligible for hiring .

Re-Employment:

A person terminated from services on charges of

indiscipline, misconduct or unsatisfactory performance

shall not be re-employed.

References:

PARCO management is authorized to check with

previous employers when an offer is made of

employment. It is a condition of employment that all

successful applicants for any position in PARCO have to

produce references other than previous employer, if

required by the company.

Pre-Employment Medical Check-up :

Selected candidates must undergo a pre–employment

medical examination with a physician authorize by the

company at different locations or in the laboratory

established in Ibn-e-Sina hospital of PARCO Housing

complex in Qasba Gujrat.

Probationary Period:

All new employees are employed on an initial

probationary periods as indicated in their letter of

Appointment. After completion of the probationary

period, management informed in writing of either:

His confirmation in the employment.

The extension of his probationary periods (if

performance is not satisfactory).

The termination of his employment.

Organizational Development:

Organizational Development is a very important Human

Resource Management function. Its objective is to

improve overall productivity and effectiveness by

maximizing individual performance and potential.

Training and Development:

PARCO Human Resource Departments manage in-house

and outsource trainings for its employees.

PARCO impart on the job trainings to its new inductees.

Training need analysis of all the employees are carried

out effectively and impart the required trainings to the

employees.

Employee Relations:

In PARCO the purpose of staff relations is to ensure

effective communication between management and staff

to secure maximum cooperation from staff and to

motivate staff to give their best by ensuring that they

feel fairly treated, understand the overall direction and

values of the employees and those of their departments

and how decisions that affect them, have been made.

The principles that govern staff relations are:

– Staff should be consulted on matters that affect

them.

– Problems and disputes should be resolved through

discussion and consultation.

– The Government should uphold the resolutions of

the International Labor Organization conventions.

– Management should devise and encourage activities

that contribute to staff's well-being.

HR Share Services:

It includes compensations and benefits, pay rolls, loans

and Time Management System.

These are services which are interlinked with sections

which sometimes not related to HR department directly.

e.g. sometime payroll section belongs to Finance

department and feedback is provided by HR. Also loans

are treated in this way.

Factors That Determine HR Plans

Human Resource Management Process in the Organization:

Employment or personnel planning is the process of

deciding what positions the firm will have to fill and

how to fill them. Personnel planning cover all future

positions, from maintenance clerk to CEO. That is why it

is called manpower planning.

It involves many interrelated activities. Employment

planning should be an integral part of a firm’s strategic

and HR planning processes. Plans to enter new business,

build new plants, or reduce costs all influence, the types

of positions, the firm will need to fill.

Job Analysis:

A job analysis is a systematic exploration of the

activities within a job. It is a technical procedure that is

used to define duties, responsibilities and

accountabilities of a job.

Job Specification:

The minimum acceptable qualification that a job

incumbent must possess to perform the job successfully

is called as Job Specification.

Job Description:

A written statement of what job holder does, how it is

done and why it is done is called Job Description.

Job Evaluation and Compensation ;

HR Planning Process

Jobs ranked in terms of their overall worth to an

organization or compared with jobs in other firms for

purpose of equity.

Recruitment:

Recruiting is the discovering of potential for actual or

anticipating vacancies.

HRP Process:

Forecasting HR Requirements:

It is the strength of mind for the demand of people of

types and skills for given period in the future (may be up

to five years. The estimate also requires some

calculation work for the supply of people whom will be

available for the selected periods. The supply is

composed of two parts.

Step-1

It is estimation of number and type of employees

presently on the payroll, who will be available at the end

of the chosen period?

Step-2

It is that portion which must be recruited extremely.

Employee Recruitment and Selection :

The employee recruitment process begins with an

apparent need to obtain a person performing some job.

Commonly Department Heads submit a written request

to the HR department stating the need and requirements

of the job.

The position should be defined in term of its jobs

description and job specification. This process should be

integrated with the Human Resource plan of the

organization.

Sources of Recruitments:

Recruitment is the development and maintenance of

adequate manpower resource. It involves the creation of

a pool of available labour from which the organization

can draw, when it needs additional employees.

One convenient way of classifying the source of supply

is to divide the source into two categories.

Internal Sources :

When a particular job vacancy is generated then it can be

filled by transferring or promoting one of the employees

available within the company to that post.

If management wants to fill the vacancy from existing

work force, then it can be done through one of the

following three procedures:

Informal Search

Skill Inventory

Job Posting

External Sources:

If there is to be a net addition to the size of the work

force then, of course someone will have to be employed

from outside of the organization i.e. from open market

work force place.

Depending upon management policy, the type of jobs

involves and the nature of labour market, management

have options available for obtaining people from outside

of the organization.

Employment Agencies

Unsolicited Applicants

Labour Unions

School, Colleges and Universities

Advertisement

Employee Referrals

Training and Development:

PARCO Human Resource Departments manage their own

training function and have varying levels of

responsibility to do this effectively. Management

formulates departmental training policies and draws up

training and development plans to support departmental

missions, objectives and values.

Future HR Planning:

PARCO is an organization that is always ahead of its

time and environment. The leadership of PARCO is

aware of the fact that real power lies in continuous

improvement. Using this philosophy they have chalked

out a road map for PARCO to success.

Conclusions: Conclusions are often the most difficult part of any

report to write. It is your chance to have the last word on

the subject.

In short, one can say that Human Resource Department

(Services Department) is meant to:

Assist and hold up in all matters related to services of

employee’s starting from the induction process in the

company to his last day in service and still afar.

This department is also accountable for maintenance of

service records of employees. i.e. Transfers, postings,

maintain seniority, handling grievances, etc.

It is the responsibility of this department to facilitate all

employees up to best level as per company policy.

The significance of the Human Resource can be narrated

by the reality that the developments in human

performance and awareness during beginning of last

century have forced business enterprises worldwide for

penetrating and development in human resource

management.

Today there is no company in the world, big or small,

which can prosper without good HR setup. It is HR

department, who facilitate and guide for quality

difference from place to place.

It is the creativity, enthusiasm, commitment and

dedication of PARCO Management to develop their

employees.

Their skills are continually getting better due to their on

the job, off job exposure and practical experience,

PARCO can really superb in its field.

Other important feature to make public here is the

conscientiousness share of Corporate Head Quarter in

strengthening of PARCO.