Presented by FARRUKH SHAKEEL Fa11-mba-009

KAUKAB TAYYAB Fa11-mba-016

FAYYAZ UL HASAN Fa11-mba-010

SHAFAI UR REHMAN Fa11-mba-012

OGDCL OGDCL is the national oil & gas company of Pakistan

and the flagship of the countrys E&P sector. The Company is the local market leader in terms of reserves, production and acreage. Listed on all three stock exchanges in Pakistan and also on the London Stock Exchange since December 2006. It is a debt free company of Pakistan.

HR DEPARTMENT OF OGDCLTHE FIRST 10 TO 15 YEARS WERE DEVOTED TO DEVELOPMENT OF MANPOWER AND BUILDING OF INFRASTRUCTURE TO UNDERTAKE MUCH LARGER EXPLORATION PROGRAMS. DUE TO THE GREAT EFFORTS OF HR DEPARTMENT OF OGDCL THE ORGANIZATION IS NOT ONLY THE LEADING E&P COMPANY OF THE COUNTRY, BUT ALSO AS A COMPANY KNOWN FOR ITS PEOPLE, PARTNERSHIPS AND PERFORMANCE IN THE REGION.

Human resource management of OGDCL HR DEPARTMENT OF OGDCL CONSISTS OF 13 OFFICERS IN TOTAL 97 EMPLOYEES

Total employees of OGDCL 11000+

STRUCTURE

ACTIVITIES OF HRM DEPARTMENT STAFFING

PLANNING RECRUITMENT SELECTION EMPLOYEE TRAINING EMPLOYEE DEVELOPMENT CAREER DEVELOPMENT PROPER PLACEMENT EMPLOYEE RECOGNATION EFFECTIVE APPRAUSALS PROMOTION SAFETY AND HEALTH MEASURES COMMUNICATION EMPLOYEE RELATIONS

TRAINING AND DEVELOPMENT

MOTIVATION

MAINTENANCE

STAFFING

STRATEGIC

HUMAN RESOURCE PLANNING

RECRUITING SELECTION

STRATEGIC HUMAN RESOURCE PLANNING

Human resources planning is a process that

identifies current and future human resources needs for an organization to achieve its goals.

RECRUITMENT

Recruitment is the process of filling vacancies with

people. INTERNAL

PROMOTION WITH IN EMPLOYEES

EXTERNALADVERTISEMENTS EMPLOYMENT AGENCIES INDEPENDENT CONTRACTORS

Internal OGDCL promote their own employees to the higher

post according to this criteria.existing Qualification Training(duration of training) Technical research publications in national international journals Experience Assessment by promotion committee Annual confidential reports(ACRs) Deduct on account of disciplinary actions Promotion threshold 10 05 05 20 Nil 60 Nil 65% new 05 05 05 15 20 50 Upto 5 marks 65%-70%

OGDCL RECRUITING There are four types of recruitment in OGDCL Regular employees(specimen:fig1) Contract Basis employees(specimen: fig 2) Trainees Special Trainees(specimen: fig 3) Hiring through Contractor

Regular employees

Contract employees

Trainees

Recruitment procedure of OGDCL Advertisement Online on OGDCL website(www.ogdcl.com) In the leading news papers of Pakistan

Pool of applicants Number of cvs from all over the Pakistan.

Conducting test According to the post offered

Interviews Taken by 7-8 panel from concerned departments

Selection Condition offer letter issued to successful employees

Post-selection Medical

test of all successful candidates After medical test the successful candidates receive two letters from OGDCL

OFFER LETTER

JOINING LETTER

Successful

candidates join their respective departments on the joining date.

TRAINING AND EMPLOYEMENT Development Orientation Employee training

Employee development Career development

ORIENTATION

All newly inducted employees shall undergo a

comprehensive orientation program of up to one week duration. PUPOSE OF ORIENTATIONnew employees are introduced to their job Remove the anxiety of employee. Provide basic work place information. Socialize the new employees.

EMPLOYEE TRAINING All employees (regular and contract) are provided the

opportunity of training to accord equal opportunities for professional development and to ensure effective management.

Training programs Oil and gas training institute(OGTI) Local training programs Leader ship training programs Advance management programs Conferences Seminars Job rotation Committee assignments

Employee and career development Various human resource policies have been

reviewed and rationalized by taking to account the industry norms to bring about an effective change in order to meet the future challenges. Promotion of employees to higher levels

Job rotation of employees to different departments

MOTIVATION Performance appraisals Promotions

Rewards and compensation Employee benefits

Performance appraisals Annual appraisals At the end of each year in the June

Project based appraisals(criteria) Outstanding Very Good Normal Marginal Poor 05% 20% 50% 20% 05%

promotionsAfter every 5 years for low scales employees After every 3 years for high scales employees Can be before this time limit if employee have outstanding record

Criteriaexisting Qualification Training(duration of training) Technical research publications in national international journals Experience Assessment by promotion committee Annual confidential reports(ACRs) Deduct on account of disciplinary actions Promotion threshold 10 05 05 20 Nil 60 Nil 65% new 05 05 05 15 20 50 Upto 5 marks 65%-70%

Rewards and CompensationMORE PAYS THEN MARKET BONUSES SHIELDS CERTIFICATES ADDITIONAL FACILITIES SOUVENIRS LUNCH'S & DINNERS

EMPLOYEE BENEFITSRETIRMENT PLANS MEDICAL FACILITIES SICK LEAVES LIFE INSURANCE TRANSPORT FACILITY HOUSE RENT HOUSE LOAN CARS FOR EXECUTIVES EMPLOYEES CAR LOANS CHILDREN EDUCATION FEES

MAINTENANCE Safety and healthOIL FIELDS SECURITY LIFE INSURANCE SMOKEFREE ENVIRONMENT FIRST AID FACILITY ON FIELDS REIMBURSEMENT OF MEDICAL EXPENSES

Communications Employee relationsLABOR UNIONS POWER DELEGATION