SHELL PAKISTAN LTD.

You can be sure of shell.QAISER ZAMAN 54148TAYYEB MUNIB 54129SHAN ALIHASAN ABIDI

Performance Management

Focusing on retailing, providing better facilities to customers, clean petrol pumps constructing international standard petrol filling stations, good advertising campaigns and mini markets (select).

VISION OF SHELL

To be the top performer’s first choice.

AIM OF SHELL

Creating a secure business environment, minimizing economic losses, and business disruptions safeguarding the group’s integrity and reputations.

The goal of the company is to position itself as the preferred oil company in Pakistan, leading the field in its commitment to safety, customer service, quality and environmental protection.

STRATEGIES OF SHELL

The strategy of Shell is to grow internally by expanding its operations through acquisition and strategic alliances. Shell focuses to differentiate its products from competitors in the area of quality and services.

OUR VALUES

The Shell General Business Principles, Code of Conduct and Code of Ethics help everyone at Shell act according to our core values of honesty, integrity and respect for people and to comply with relevant legislation and regulations. We also firmly believe in the fundamental importance of trust, openness, teamwork and professionalism, and pride in what we do.

RESPONSIBILITIES

A. TO SHAREHOLDERS :B. TO CUSTOMERS:C. TO EMPLOYEES:D. TO THOSE WITH WHOM WE DO BUSINESS:E. TO SOCIETY:

PERFORMANCE MANAGEMENT

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities.

Goals and objectives are well defined and specified Performance is reviewed Performance is measured strictly Performance is linked with the compensation and promotional policy counseling after appraisals and recognizes the performance. Transparent performance system. Different developmental programmes for the improvement of employees. Internal consistency and external competitiveness.

GAP ANALYSIS:•Goals are established at the start.•Goals are defined and specified.•Employee involvement in goal setting.•Performance is reviewed.•Performance recognition.•Transparent appraisal system.•Rewards are awarded on the performance.•Very clear promotional polices.•Internal consistency.•External competitiveness.

RECOMMENDATIONS: Built organizations culture, does it have desire or capability to embrace performance as a culture. Ensure that employees have of the skills, behaviors and competencies. Methodology, the performance management processes, what it measures, how and when. Line managers and employees should take ownership of the process.