byco petroleum pakistan limited“human resource management”

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