On

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• Presentation
• On
• Human Resource Management

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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.

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Importance of HRM

• People are important assets of an organization.
• Success of an organization depends upon people.
• Peoples performance depends upon careful
  attention to them.

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Components of a HRM System
Career Development
Compensation Benefits
Human Resource Planning
HRM
Performance Management
Recruitment/ Decruitment
Training/ Development
Orientation
Selection
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Oil Gas Developing Company Limited (OGDCL)
The Price of greatness is
Responsibility
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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

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Our Sources of Information
M. Khalid Paracha Regional Chief OGDCL
Manzoor Watto Field Manager OGDCL Nand Pur
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M. Nadeem Asst. to Field Manager
Mian Shafiq In charge Plant
Khalid Parvez In charge Production
M. Shafiq Superintendent Admin
M. Ameer Store Supervisor
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Company Vision
To be the leading, regional Pakistani O G
Company, recognized for its people, partnerships
and performance.
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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.

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Human Resource Management Process

• The most important set of activities in any
  organization

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Human Resource Planning
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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.

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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.

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Planning and Forecasting

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

Assessing Future Human Resource Needs
Assessing Current Human Resources
Developing a Program to Meet Needs
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Job Analysis

• Job analysis is the procedure through which you
  determine the duties of positions and
  characteristics of the people to hire for them.

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Uses of Job Information collected through Job
Analysis

• Recruitment and selection
• Compensation
• Performance appraisal
• Training
• Discovering unassigned duties

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Method of Collecting Job Analysis Information

• Interview
• Questionnaires
• Observation
• Participant diary

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JOB ANALYSIS IN OGDCL

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

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Recruitment Decruitment

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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.

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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

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Employee Testing and Selection
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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

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Selection

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

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Orientation
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Orientation

• Definition
• Introduction of new employee to their job, their
  colleague and the organization.
• Types
• Formal
• Informal

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Topics often covered in Orientation program

• Employee Benefits
• Pay scales pay days.
• Vacations holidays.
• Rest breaks.
• Counseling.
• Insurance benefits.
• Retirement 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.

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Topics often covered in Orientation program

• Job duties.
• Job location.
• Job tasks.
• Job safety requirements.
• Over view of job.
• Job objectives.

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

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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.

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Training
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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.

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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.

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Types of Training

• Interpersonal skills.
• Technical.
• Problem solving/ Decision making

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Employee Training Methods

• On the job.
• Job rotation.
• Mentoring coaching.
• Work books manuals.
• Class room lectures.

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In context of OGDCL

• For new employees.
• Technical training most important.
• Methods used for training
• On the job Mentoring coaching.
• Class room lectures.

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Performance Appraisalsand Managing Career
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Employee Performance Management

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

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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)

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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.

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Performance Appraisal Methods
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Graphic Rating Scale

• Example

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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 employees
  manager

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Managing Careers
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Career

• A sequence of positions held by a person during
  his or her lifetime.
• It is also defined as advancement.

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Defining...

• Career
• Career Planning
• Career Management
• Career Development
• HR Departments Career Planning
• Managing Promotions Transfers
• Diversity in Career Management
• Benefits of Career Planning

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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
• Career Progression.
• Organizational loyalty.
• Important skills.
• Market place value.

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Career Planning inOGDCL

• 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

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Benefits of Career Planning

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

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The HRM Process
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Compensation(Strategic Pay Plans Incentives )
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Compensation

• What employees receive in exchange for their
  work.

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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

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In Context of OGDCLcontd

• Pay Rolls
• Rs. 45,000 to Rs.100,000
• Rs. 20,000 Rs. 40,000
• Rs. 10,000 Rs. 15,000

• Designations
• Officers
• Assistants
• Workers

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In Context of OGDCLcontd

• Increment on Salary
• 15 on best performance
• 7 on average Performance
• Performance bonus on net profit

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(Additional Incentives) Compensation
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In Context of OGDCL

• Friendly Working Environment
• Semi De-Centralized Model
• Pick Drop Service
• Allowances for Food

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In Context of OGDCL contd

• Heads In annual budget for staff
• Fire Department
• Air Base (under process)
• Fly Camp (Entertainment)

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Benefits Services

• Fringe Benefits
• Benefits and services that employees receive
  as indirect compensation.

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Benefits Services

• Benefits are classified into
• Insurance
• Security
• Time-off
• Work Scheduling

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Benefits Servicesin OGDCL

• Medical Benefit
• Time-off
• Retirement plan
• Employees Safety

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Residential Facility
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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.

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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.

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Labor UnionsandCollective Bargaining
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Labor UnionsAn 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 Bargaining
• Process through which representatives of union
  and management meet to negotiate a labor
  agreement.

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In context of OGDCL
Here two Labor Unions Exist

• All Employees Labor Union
• All Mazdoor Ittahad Union

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Union Tools

• Strikes
• Boycotts
• Corporate campaign
• Inside games

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• Losses may face by the OGDCL
• If employees dont work for an hour, the org has
  to face the loss of millions of rupees.

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Overall Framework for Human Resource Management

• COMPETITIVECHALLENGES
• Globalization
• Technology
• Managing change
• Human capital
• Responsiveness
• Cost containment

• HUMAN RESOURCES
• Planning
• Recruitment
• Staffing
• Job design
• Training/development
• Appraisal
• Communications
• Compensation
• Benefits
• Labor relations

• EMPLOYEECONCERNS
• Background diversity
• Age distribution
• Gender issues
• Educational levels
• Employee rights
• Privacy issues
• Work attitudes
• Family concerns

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Issues Challenges affecting HRM