Pakistan OilFields Limited

Overview• Pakistan Oilfields Limited (POL) is a leading oil and gas

exploration and production company listed on all the three stock exchanges of Pakistan

• Pakistan Oilfields Limited (POL), a subsidiary of The Attock Oil Company Limited (AOC), was incorporated on November 25, 1950

• In 1978, POL took over the exploration and production business of AOC.

• In addition to exploration and production of oil and gas, POL also manufactures LPG, Solvent Oil and Sulphur.

• POL markets LPG under its own brand named POLGAS.• In 2005, the company acquired a 25% shared in National

Refinery Limited.

• To be the leading oil and gas exploration and production Company of Pakistan with the highest proven hydrocarbon reserves and production, and which provides optimum value to all stakeholders.

• To be the leading oil and gas exploration and production Company of Pakistan with the highest proven hydrocarbon reserves and production, and which provides optimum value to all stakeholders.

Vision Mission

Staffing • Objective: The selection procedures and

employment policies are geared to attract and retain capable and qualified employees

• Policy: It is the Company’s policy to promote from within the organization, wherever possible to fill higher vacancies.

Recruitment• A request for hiring, to fill an available vacancy

or a new approved position will be made by a departmental head on prescribed form

Pool of eligible employees are gathered through:• Press advertisements• Employment Exchange• Contacts with Universities Professional• Institutions and Business Associates.

REVIEW OF APPLICATIONS• Application will first be reviewed by HR

Department after which suitable short listed candidates are referred to the department concerned.

CALLING APPLICANTS FOR INTERVIEW• Short listed candidates will be called for

interviews. The applicant will be advised the date, time and place of his interview. He will also be advised his travel and stay allowances.

PRELIMINARY SCREENING• Candidates are first screened by Manager

(HR).• Results of screening are shown to the

department concerned.• Then they are called for further interview

by the department head

FINAL INTERVIEW• After interview by Manager (HR) and the departmental head concerned the

suitable candidates shall be referred to a selection committee.• Interview Rating Sheets will be prepared separately by each member of the

committee.• Final approval of Chief Executive will be necessary for appointment of all

Management Staff.SELECTIONThe selected candidate will only be inducted into the Company provided the fulfills the following conditions.• Identity card• A certificate of registration.• References as provided on the application.• All copies of educational certificate.• Documents indicating date of birth preferably matriculation or equivalent

certificate.• Offer of employment is however subject of Medical Examination.

MEDICAL• Pre-placement medical examination is arranged and

conducted by Chief Medical Officer at Company Hospital or through a doctor designated by the Company.

APPOINTMENT• Appointment letter is prepared by HR department and signed

by competent authority. PROBATIONARY PERIOD• It is the policy of the Company that all newly hired employees

are required to successfully serve a probationary period of six months.

Training and development• The Company strongly believes in

the creation of a working environment focused on encouraging and empowering employees to contribute to the Company’s success through personal growth and development

• Training and development of employees is given special emphasis to equip them with the latest techniques, skills and information to enhance their productivity.

ORIENTATION PROGRAM:The Company systematically introduces a new entrant to:• His work and its place in the entire organization.• His co workers and other associates.• The Company, its policies, procedures, manuals and objectives. • The orientation lasts for a week or so, depending on the position

of the entrant.

TRAINING POLICY• Training and development is a continuous process and is

designed to bring about a change in the attitude of confirmed employees with respect of the job they are doing, the people around them, the new procedures, techniques and skills which they can use.

Types of training carried out:

• Job instructions training• Health and safety training

Type of development carried out:

• Job rotation• Mr. Sadit mentioned that the organizations development is

brought about by assessment of employee’s attitudes about their jobs.

OBJECTIVES:• To provide all confirmed management employees with

opportunities to acquire knowledge and develop skills through training and self-development to the mutual advantage of the employee and the Company

CHARACTERISTICS:• Recognition that an effective system is essential to the

Company’s long term future.• Senior Management is committed to and involved in the

process.• Managers feel and are held accountable for the

development of their subordinates.• Requires detail planning from the bottom to top.

MotivationOBJECTIVEThe objectives of Management Appraisal Program are as follows:• To appraise performance of an employee over the review

period.• To discern his improvement and development needs.• To identify his potential for advancement.POLICY• POL requires each department Head to methodically appraise

the performance of employees, reporting to him. The performance should be reviewed objectively and without prejudice. The performance for prior years should not influence the current review, and the employee’s achievements for a particular period only, are to be appraised.

In order to keep the results unbiased POL needs the appraisal to be discussed with• G.M and All AGFMs for Senior Management Staff

and G.M• All AGMs and Manager (HR) for Junior

Management staff. • Chief Executive will finally review the

recommendations made by the appraisal committee.

Appraising Performance The purpose of appraising performance is to determine how effectively each employee performs his work against the requirement of his position.

•Discerning Development Needs•Identifying Potential for Advancement•While apprising performance in his present

job, the Company has to judge an employee’s capacity for advancement in terms of specific organizational level or functional areas.

•This will also help the company in preparing and maintaining on a current basis an inventory of ready now and forward replacement candidates for each management position.

•The appraiser is expected to pay due attention and devote adequate time in completing the appraisal form objectively and judiciously

Maintenance Health and Safety:• Internal Hospitals such as POL Hospitals.

• External Hospitals from every where.

• Health is for the whole family.

• It is for employees in every hierarchal level.

• Also providers pick and drop service for health purpose, it is only for medium and high level employees.

• They also provide health facility for the person for his whole life.

• For safety purposes POL provides medical insurance to high level employees and to low level on fields.

• There are safety officers who work specifically for the safety of the employees, in the office and on the fields.

Benefits:

• Some benefits are given to all employees, such as a car and a driver on weekend.

• Some vary from job to job. Such as High level employees are given a separate sports clubs etc. They also have separate mess.

• Salary increment Employees receive annual increases in their pay typically receive a percentage increase which is on annual bases it may extend from 3% to 5% accordingly. Its on the total pay an employee gets in a year.

• Provides their employees with proper houses and a safe and a secure society, a club, which hold several different activities for employees and also a proper gaming section.

• Adjust labor cost to financial results – the basic idea is to create a bonus plan where the POL pay more bonuses in ‘good times’ and less or no bonuses in ‘bad times’.

Communication:

There is both formal and informal Communication in POL

Formal Communication:

• Use Emails• Memos• Personal Phone Calls• Talk Directly to the Person

Informal Communication:

• Employees can directly talk to their supervisor.• Employees can communicate with their managers on

different events organized by the company such as Swimming Gala, Sports events etc.