INTRODUCTION

1. INTRODUCTION

2. About Shell Pakistan Objective The objectives of Shell Pakistan Ltd. are to engage efficiently, responsibly and profitably in oil, gas, chemicals and other selected businesses and to participate in the search for and development of other sources of energy to meet evolving customer needs and the world’s growing demand for energy. Values Shell Pakistan Ltd. employees share a set of core values – honesty, integrity and respect for people.  We also firmly believe in the fundamental importance of trust, openness, teamwork and professionalism, and pride in what we do.

3. Sustainable Development As part of the Business Principles, we commit to contribute to sustainable development.  This requires balancing short and long term interests, integrating economic, environmental and social considerations into business decision-making. Shell principles • Economic • Competition • Business Integrity • Political Activities • Health, Safety, Security and the Environment • Local Communities • Communication and Engagement • Compliance

4. Shell History in Pakistan Shell has an over 100 years presence in the Subcontinent

5. Board of Directors Mr. Zaiviji Ismail GM Retail Sales and Operations. Mr. Saw Choo Boon Vice President Mr. Leon Menezes General Manager Human Resources – Pakistan.

6. TECHNOLIGIES IN SHELL

7. The HR manager is often a director who is not a member of the executive committee. The importance of the human resource function and the human resources information system has grown over the last ten years

8. Primary HR Activities Benefit Administration Education & Training Terminat- ion Hiring Recruiting The Firm Potential Employees Retired Employees Employees Data Management

9. ASIF SHEHZAD MT-04-36 HRIS

10. Human Resource Information System (HRIS) A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources.

11. First, paper files were located in the Personnel department. Then, punched card and magnetic media files were located in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born. The Evolution of the HRIS

12. Clerical Applications Applicant information Basic Employee Records Job Database Sub Modules based on functions Training Turnover Analysis Succession Planning Benefits Management Monitoring functions Attendance HRIS Applications

13. A Common HRIS

15. Mostly large companies 2,000 organizations represented in the U.S., Canada, and other countries More than one third of the respondents were multinational 1990/91 HRSP Survey (513 firms)

16. HRIS systems include the employee name and contact information and all or some of the following department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veterans status, visa status, benefits selected, and more.

17. Output subsystems HRIS Model Of Shell Input subsystems Work force planning subsystem Data Information Accounting information system Recruiting subsystem Internal sources Human resources research system Work force management subsystem Users HRIS Database Environmental sources Compensation Subsystem Manufacturing intelligence subsystem Benefits subsystem Environmental reporting subsystem

18. KHURRAM RASHID MT-04-39 INPUT SUBSYSTEMS

19. Two main types of data Personnel : Name, birth date, sex, marital status, education, skills, etc. Accounting : Hourly rate or monthly salary, taxes, insurance deductions, etc. Accounting Information Subsystem In Shell

20. Examples: Job analyses and evaluations Succession studies Grievance studies This research can generate new data for the database (job analyses) And it can use existing database contents (succession studies) Human Resources Research Subsystem In Shell

21. HR has the responsibility for interfacing with the most environmental elements of any functional area. Government -- stay current on legislation. File reports. Suppliers -- employment services Labor unions, local community, competitors -- sources of employees Global community intelligence Financial community -- employee planning Competitor intelligence Human Resources Intelligence Subsystem In Shell

22. Executive search firm databases University databases Employment agency databases Public access databases Corporate job banks Environmental Human Resources Databases Of Shell

23. MUHAMMAD DILDAR MT-04-18 HRIS DATABASE

24. Type of data: 1. Employee 82.5% of the firms maintain only employee data 2. Nonemployee 8% of the firms mainly organizations external to the firm The HRIS Database Of Shell

25. Possible HRIS Database Locations 342 174 52 32

26. Operating division -- decentralized Outside service center -- outsourcer Central computer is still the most popular location HR computer in only 34% of the firms Some firms keep database in multiple locations Database Location

27. Users of the HRIS Database HR Other HR Non HR Executives Director Managers Managers (2.78) (3.79) (4.33) (3.09) 1 0 2 1 1 3 4 3 5 4 Not at all Occasionally Monthly Weekly Daily

28. Basic Forms of HRIS Output

29. Custom software is usually developed jointly by HR and IS Some software is integrated into a core HRIS Some is standalone Software

30. SAMAN NAZ MT-04-01 OUTPUT SUBSYSTEMS

31. Work Force Planning Subsystem

32. Enable manager to identify future personnel needs Organization charting Salary forecasting Job analysis/evaluation Planning Work force modeling Work Force Planning Subsystem Of Shell

33. Number of Firms Using • Work Force Planning Applications • In Being • Application name use developed • _____________________________________________ • Organization charting 238 58 • Salary forecasting 237 47 • Job analysis/evaluation 176 66 • Planning 68 61 • Work force modeling 66 29 • _____________________________________________ • Totals 785 261 • Percent applications in use: 75

34. Applicant tracking Internal search Recruiting Subsystem Of Shell

35. In Being Application name use developed ____________________________________________ Applicant tracking 235 98 Internal search 111 56 ____________________________________________ Totals 346 154 Percent applications in use: 69 Number of Firms Using Recruiting Applications

36. Work Force Management Subsystem Of Shell

37. Performance appraisal Training Position control -- ensuring that headcount does not exceed budgeted limits. Relocation Skills/competency Succession Disciplinary Work Force Management Subsystem Of Shell

38. In Being Application name use developed _____________________________________________ Performance appraisal 244 60 Training 216 102 Position control 177 108 Relocation 121 33 Skills/competency 115 107 Succession 110 102 Disciplinary 63 39 _____________________________________________ Totals 1046 551 Percent applications in use: 65 Number of Firms Using Work Force Management Applications

39. Most systems in use Merit increases Payroll Executive compensation Bonus incentives Attendance Compensation Subsystem Of Shell

40. In Being Application name use developed ___________________________________________ Merit increases 404 36 Payroll 389 21 Executive compensation 273 39 Bonus incentives 230 31 Attendance 191 69 _____________________________________________ Totals 1,487 196 Percent applications in use: 88 Number of Firms UsingCompensation Applications

41. AYESHA GULL MT-04-46

42. Defined contribution Defined benefits Benefit statements Flexible benefits Stock purchase Claims processing Benefits Subsystem Of Shell

43. In Being Application name use developed _____________________________________________ Defined contribution 275 38 Defined benefits 270 47 Benefit statements 234 57 Flexible benefits 195 55 Stock purchase 149 16 Claims processing 88 11 _____________________________________________ Totals 1211 224 Percent applications in use: 84 Number of Firms UsingBenefits Applications

44. Reporting firm’s personnel policies and practices to the government EEO records EEO analysis Union increases Health records Toxic substance Grievances Environmental Reporting Subsystem Of Shell

45. In Being Application name use developed _____________________________________________ EEO records 402 43 EEO analysis 352 47 Union increases 165 13 Health records 102 41 Toxic substance 80 32 Grievances 66 31 _____________________________________________ Totals 1,167 207 Percent applications in use: 85 Number of Firms UsingEnvironmental Reporting Applications

46. Executive Perception ofHRIS Value 242 185 31 25 9 4 Top mgmt is unaware of HRIS HRIS has little value HRIS is valued less than other systems HRIS is valued on a par with other systems HRIS is valued higher than other systems HRIS is the most highly valued

47. Users of HRIS Environmental Reporting Compensation Work Force Management Work Force Planning Recruiting Benefits HR director X X X X X X Other executives X X X X X X Compensation/benefits manager X X HR planning manager X Employee/labor relations manager X X EEO/AAP manager X X X X X X Recruiting & selection dvlpmnt mgr X X Training manager X Manager of accounting X X Payroll manager X X Other managers X X X X X X

48. CONCLUSION