Presentation On Human Resource Management

1. Presentation On Human Resource Management

2. 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.

3. 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.

4. Components of a HRM System Career Development Human Resource Planning Compensation & Benefits HRM Performance Management Recruitment/ Decruitment Selection Orientation Training/ Development

5. Oil & Gas Developing Company Limited (OGDCL) “The Price of greatness is Responsibility”

6. 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

7. Our Sources of Information M. Khalid Paracha Regional Chief OGDCL Manzoor Watto Field Manager OGDCL Nand Pur

8. M. Nadeem Asst. to Field Manager Mian Shafiq In charge Plant Khalid Parvez In charge Production M. Shafiq Superintendent Admin M. Ameer Store Supervisor

9. Company Vision To be the leading, regional Pakistani O & G Company, recognized for its people, partnerships and performance.

10. 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.

11. Human Resource Management Process The most important set of activities in any organization

12. Human ResourcePlanning

13. 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.

14. Planning ………. (continued) • CurrentAssessment: • 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.

15. Planning and Forecasting • The process of deciding what positions the firm will have to fill and how to fill them. Assessing Current Human Resources Assessing Future Human Resource Needs Developing a Program to Meet Needs

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

17. Uses of Job Information collected through Job Analysis • Recruitment and selection • Compensation • Performance appraisal • Training • Discovering unassigned duties

18. Method of Collecting Job Analysis Information • Interview • Questionnaires • Observation • Participant diary

19. JOB ANALYSIS IN OGDCL • Supervisory Interviews • Employment Tests • Realistic Job previews • Selection interview

20. Recruitment&Decruitment

21. 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.

22. 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

23. Employee Testing and Selection

24. 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

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

27. Orientation

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

29. 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. Employee Benefits Pay scales & pay days. Vacations & holidays. Rest breaks. Counseling. Insurance benefits. Retirement program. Topics often covered in Orientation program

30. Introduction. To supervisors. To trainers. To co workers. To employee counselor. Job duties. Job location. Job tasks. Job safety requirements. Over view of job. Job objectives. Topics often covered in Orientation program

31. 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.

32. Training

33. 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.

34. 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.

35. Types of Training • Interpersonal skills. • Technical. • Problem solving/ Decision making

36. Employee Training Methods • On the job. • Job rotation. • Mentoring & coaching. • Work books & manuals. • Class room lectures.

37. In context of OGDCL • For new employees. • Technical training most important. • Methods used for training” • On the job Mentoring & coaching. • Class room lectures.

38. Performance Appraisalsand Managing Career

39. 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.

40. 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)

41. 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.

42. 360 Degree Feedback Written Essays Multiperson Comparisons Graphic Rating Scale BARS Behavioral Anchored Rating Scales Critical Incidents Performance Appraisal Methods

43. Graphic Rating Scale Example:

44. 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

45. Managing Careers

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

47. Defining... • Career • Career Planning • Career Management • Career Development • HR Departments & Career Planning • Managing Promotions & Transfers • Diversity in Career Management • Benefits of Career Planning

48. 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.

49. 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

50. Benefits of Career Planning • Awareness of Opportunity • Assists with workforce Diversity • Taps employee potential • Reduces hoarding • Satisfies employee needs • Lowers turnover