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
Human Resource Career
Career Compensation
Resource Compensation &
&
Planning
Planning Development
Development Benefits
Benefits

Performance
Performance
Recruitment/
Recruitment/ HRM
HRM Management
Management
Decruitment
Decruitment

Selection Training/
Training/
Selection Orientation
Orientation Development
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
• To employee requirements.
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
COMPETITIVE HUMAN EMPLOYEE
CHALLENGES
CHALLENGES RESOURCES
RESOURCES CONCERNS
CONCERNS
••Globalization
Globalization ••Planning
Planning ••Background
Backgrounddiversity
diversity
••Technology
Technology ••Recruitment
Recruitment ••Age
Agedistribution
distribution
••Managing
Managingchange
change ••Staffing
Staffing ••Gender
Genderissues
issues
••Human
Humancapital
capital ••Job
Jobdesign
design ••Educational
Educationallevels
levels
••Responsiveness
Responsiveness •Training/development
•Training/development ••Employee
Employeerights
rights
••Cost
Costcontainment
containment ••Appraisal
Appraisal ••Privacy
Privacyissues
issues
••Communications
Communications ••Work
Workattitudes
attitudes
••Compensation
Compensation ••Family
Familyconcerns
concerns
••Benefits
Benefits
••Labor
Laborrelations
relations
Issues & Challenges affecting
HRM