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							Presentation
     On
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
Human Resource     Career      Compensation &
   Planning      Development      Benefits




                               Performance
Recruitment/        HRM        Management
Decruitment




 Selection                       Training/
                 Orientation
                                Development
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   Manzoor Watto
 Regional Chief      Field Manager
     OGDCL          OGDCL Nand Pur
     M. Nadeem                                       Mian Shafiq
                             Khalid Parvez
Asst. to Field Manager                              In charge Plant
                          In charge Production




                         M. Shafiq      M. Ameer
                    Superintendent       Store
                        Admin          Supervisor
Company Vision

    To be the leading,
regional Pakistani O & G
Company, recognized for
its people, partnerships
    and performance.
              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
Planning
             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 Future
Assessing Current
                           Human Resource
Human Resources
                               Needs

               Developing a
             Program 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
Recruitment
&Decruitment
               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
Orientation
               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              •   Employee Benefits


• Names & titles of key executives.    • Pay scales & pay days.

                                       • Vacations & holidays.
• Employees title & department.
                                       • Rest breaks.
• Product line or services provided.
                                       • Counseling.
• Over view of production process.
                                       • Insurance benefits.
• Company policies & rules.
                                       • Retirement program.
• Disciplinary regulations.
  Topics often covered in
   Orientation program
• Introduction.            • Job duties.
• To supervisors.          • Job location.
• To trainers.             • Job tasks.
• To co workers.           • Job safety requirements.
• To employee counselor.   • 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 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 Appraisals
 and 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.
360 Degree
                              Written
 Feedback
                              Essays




                Performance   Graphic
Multiperson
                 Appraisal    Rating
Comparisons
                  Methods      Scale



   BARS
 Behavioral                    Critical
 Anchored                     Incidents
Rating Scales
   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 define
1.   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     Orientation      Training


   Career     Compensation    Performance
development     benefits      management
     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 OGDCL
          cont’d
• Designations   • Pay Rolls

Officers         Rs. 45,000 to Rs.100,000

Assistants        Rs. 20,000 Rs. 40,000

Workers           Rs. 10,000 Rs. 15,000
  In Context of OGDCL
          cont’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 Service
Allowances for Food
  In Context of OGDCL
          cont’d
Heads In annual budget
 for staff
Fire Department
Air 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:
 Insurance
 Security
 Time-off
 Work Scheduling
       Benefits & Services
          in OGDCL
 Medical Benefit
 Time-off
 Retirement plan
 Employees Safety
Residential Facility
Ethical Aspects of OGDCL
Employees
• 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 Unions
         and
Collective Bargaining
 Labor Unions
 An association or society of employees
 of a particular field/org. which represents
 them and exists for a purpose.

Aims
 Union security
 Improved wages, hours and working conditions.


Collective Bargaining
Process through which representatives of union and
  management meet to negotiate a labor agreement.
        In context of OGDCL

  Here two Labor Unions Exist
 All Employees Labor Union
 All Mazdoor Ittahad Union
             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 Management
  COMPETITIVE             HUMAN                  EMPLOYEE
  CHALLENGES            RESOURCES                CONCERNS
• Globalization      • Planning              • Background diversity
• Technology         • Recruitment           • Age distribution
• Managing change    • Staffing              • Gender issues
• Human capital      • Job design            • Educational levels
• Responsiveness     •Training/development   • Employee rights
• Cost containment   • Appraisal             • Privacy issues
                     • Communications        • Work attitudes
                     • Compensation          • Family concerns
                     • Benefits
                     • Labor relations
Issues & Challenges affecting HRM