This action might not be possible to undo. Are you sure you want to continue?
SCHEME OF THE REPORT
1-Chapter 1 Chapter 1 covers the background of the study, purpose, scope, limitations, merits, methodology and scheme of the study. 2-Chapter 2 Chapter 2 covers the oil industry in Pakistan, history of OGDCL and the organizational structure comprehensively. This chapter also presents functions, projects, product line, mission and objectives as well. 3-Chapter 3 In chapter 3, the organizational structure and its structure is discussed comprehensively. More attention is given to the different departments working in and under OGDCL and how these departments operate. 4-Chapter 4 This chapter focuses on human resource department of OGDCL. It explains the administration and personnel department and its practices in the organization in detail. 5-Chapter 5 This chapter is all about SWOT analysis in which strength, weaknesses, opportunities and threats are discussed. 6-Chapter 6 In chapter 6, problems of OGDCL are identified and then on these bases some suggestions are given keeping in view the current situation of the organization. The effort is directed for efficient performance
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 1
CHAPTER –1 INTRODUCTION
Prior to OGDCL's emergence, exploration activities in the country were carried out by Pakistan Petroleum Ltd. (PPL) and Pakistan Oilfields Ltd. (POL). In 1952, PPL discovered a giant gas field at Sui in Balochistan. This discovery generated immense interest in exploration and five major foreign oil companies entered into concession agreements with the Government. During the 1950s, these companies carried out extensive geological and geophysical surveys and drilled 47 exploratory wells. As a result, a few small gas fields were discovered. Despite these gas discoveries, exploration activity after having reached its peak in mid-1950s, declined in the late fifties. Private Companies whose main objective was to earn profit were not interested in developing the gas discoveries especially when infrastructure and demand for gas was non-existent. With exploration activity at its lowest ebb several foreign exploration contracting companies terminated their operation and either reduced or relinquished land holdings in 1961.
Establishment of OGDC:
To review exploration in the energy sector the Government of Pakistan signed a long-term loan Agreement on 04 March 1961 with the USSR, whereby Pakistan received 27 million Rubles to finance equipment and services of Soviet experts for exploration. Pursuant to the Agreement, OGDC was created under an Ordinance dated 20th September 1961. The Corporation was charged with responsibility to undertake a well thought out and systematic exploratory programs and to plan and promote Pakistan's oil and gas prospects. As an instrument of policy in the oil and gas sector, the Corporation followed the Government instructions in matters of exploration and development. The day to day management was however, vested in a five-member Board of Directors appointed by the Government. In the initial stages the financial resources were arranged by the GOP as the OGDC lacked the ways and means to raise the risk capital. The first 10 to 15 years were devoted to development of manpower and building of infrastructure to undertake much larger exploration programmes.
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 2
A number of donor agencies such as the World Bank, Canadian International Development Agency (CIDA) and the Asian Development Bank provided the impetus through assistance for major development projects in the form of loans and grants. OGDC's concerted efforts were very successful as they resulted in a number of major oil and gas discoveries between 1968 and 1982. Two oil field was discovered in 1968 which paved the way for further exploratory work in the North. During the period 1970-75, the Company reformed the strategy for updating its equipment base and undertook a very aggressive work programme. This resulted in discovery of a number of oil and gas fields in the Eighties, thus giving the Company a measure of financial independence. These include the Thora, Sono, Lashari, Bobi, Tando Alam & Dhodak oil/condensate fields and Pirkoh, Uch, Loti, Nandpur and Panjpir gas fields which are commercial discoveries that testify to the professional capabilities of the Corporation. 1.3 PGCL:
A wholly owned subsidiary, the Pirkoh Gas Company (Private) Limited (PGCL) was established in 1982 to undertake development of Pirkoh gas field located in Dera Bugti Agency in Balochistan with Asian Development Bank assistance. 1.4 OIL AND GAS TRAINING INSTITUTE (OGTI) The oil and gas development company limited (OGDCL) was set up in 1961 in the public sector under the ministry of petroleum and natural resources. 1.4.1 Aims and Objectives Of OGTI The aims and objectives of OGTI are to identify the training needs of the industry, offer practical training programme to professional of the petroleum industry, provide training advice and guidance to OGDC and to help established standards for training which will meet the performance needs in the field and on the job. OGTI is dedicated to: Establish courses and in-house training programmes which will meet the specific needs of OGDC and the Pakistan petroleum industry.
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 3
It is OGTI’S intention to ensure that the individual has an opportunity to obtain this training within his first two years with OGDC . 1. The purpose of the study is to do practical work in field and apply the knowledge of classroom lectures to the real life situations. saving Pakistan from imports and contributing to economy by paying different charges to the government.wordpress. work environment. oil refining and oil marketing. i. 1.ustbannuinternshipreports.e. Pakistan understands the importance of this industry for its economic uplift. Review Section of this report not only explains department’s working but also flow of work activities among the sections. In addition to basic training courses . Therefore the government of Pakistan established OGDCL in 1961. It is a world of oil exploration. The universities and technical schools do not provide the full range of subject matter necessary for a graduate entering the petroleum industry. OGDC recruits men from all across Pakistan. the observation was focused on internal managerial matters of OGDCL. 1. During the internship it. Providing refresher and upgrade training for industry personnel in cost effective manner.5 BACKGROUND OF THE STUDY Oil industry is a lifeline for an economy. OGTI will Organizes in-house technology update seminars .6 PURPOSE OF THE STUDY This report is based on study carried out for the fulfillment of the degree requirement of the Master in business administration at the COMSAT Institute of information technology.OGDCL Designing training material that recognizes the capabilities and specific needs of newly hired employees and those who change their job assignment.7 SCOPE OF THE STUDY The scope of my work is focused on the working of Personnel and Human Resource Department. organization structure. In-house basic training programmes are being designed and developed to provide a base level of training which employees require to function in their jobs .com Asif ullah Page 4 . OGDCL is the leading firm providing 23% of total consumption. promotion criteria and all such matters. This research facilitates in SWOT Analysis.8 LIMITATION OF THE STUDY Download from www. decision-making process. 1.
which affects the study. is called secondary data. OGDCL Head office Islamabad may also benefit from the recommendations made at the end of the report. it cannot be perfect in all respects. This study was conducted in accordance with the objectives of the study. 1.com Asif ullah Page 5 . is the availability of required data was problem all the documents and files are kept strictly under lock and key due to their confidential nature. The methods used to collect such data include: • • Personal observations and Interview with organization’s employees.10 METHODOLOGY OF STUDY The data collected for analysis and review includes both primary and secondary data.2 Secondary Data The data collected earlier by someone else and which has gone through mathematical and statistical techniques after its collection.wordpress.1 Primary Data Data collected for the first time is called primary data. the study may not include broad explanations of facts and figures due to the nature of the study. Methods used to collect secondary data include: • • • • OGDCL annual reports OGDCL brochures Internship reports on OGDCL Journal and Download from www.9 MERITS OF THE STUDY The study done will benefit the finance students in particular and all type of Management students in general.ustbannuinternshipreports.OGDCL No matter how efficiently a study is conducted. Furthermore. The methods used for collecting primary and secondary data are as follows: 1.10. Second: limitation. Third: the problem of short time period also makes the analysis restricted as one cannot properly understand and thus analyze all the operations of an organization just in eight weeks. because the analysis section of this report comprehensively encompasses all respects of OGDCL. 1.10. 1.
Download from www. 2. rapidly enhancing our reserves through world class workforce.4 a. recognized for its people.com Asif ullah Page 6 .ustbannuinternshipreports. partnerships and performance. 2.OGDCL • • Newspaper Internet CHAPTER –2 PRESENT STATUS OF THE COMPANY 2. best management practices and technology and maximizing returns to all stakeholders by capturing high value business opportunities within the country and abroad. Developing E & P Work Flow Models for Data Integration and connectivity. regional Pakistani E & P Company. dynamic and growing E & P Company.wordpress.1 VISION STATEMENT To be a leading.3 CORE VALUES • • • • • • Merit Integrity Team Work Safety Dedication Innovation OBJECTIVES 2.2 MISSION STATEMENT Our mission is to become a competitive. while being a responsible corporate citizen.
ustbannuinternshipreports. OGDCL’s updated estimates for remaining recoverable oil and gas reserves as on 1st July. efficient and competitive structure.com Asif ullah Page 7 . In 1997. Detailed testing of the developed applications to achieve the highest performance. to undertake comprehensive exploratory programme and promote Pakistan’s oil and gas prospects. stood at 9.wordpress. Its percentage share of the total oil and gas production in Pakistan is 34% and 28% respectively. c. Detailed testing of the developed applications to achieve the highest performance. In addition OGDCL has 35 Mining and Development & Production Leases.OGDCL b. the company has until June 30.e. Services of the Company’s highly qualified and skilled expertise in the fields of geology and geophysics are frequently availed y the local and foreign oil companies. It also leases out its drilling rigs to the private sector and carries out seismic surveys and data processing on contract for these companies on extremely competitive rates.2 Development With a balanced. Conduct geoscientific. algorithms and systems architecture research leading to the development of robust. e. 2003 and made 59 discoveries with a success ratio of 1:3.5. 2003. On the basis of its activities since inception. 2.5. d.5 2. OGDCL has the largest acreage position in Pakistan and currently operates 17 exploration concessions and holds non –operated working interest in another 7 exploration concessions. i. it was converted into a Public Limited Company and is now governed by the Companies Ordinance 1984. OGDCL now holds the largest shares of oil and gas reserves in the country. Training and systems support to the end . OGDCL has an extensive database. 48% of total oil and 37% of total gas reserves.users. OGDCL explores and exploits indigenous resources for optimum production of oil and gas. 2. interactive and user-friendly geosciences applications software that are tightly integrated into the workflow environment. besides seeking opportunities abroad.1 HISTORICAL BACKGROUND OF THE COMPANY Establishment The Oil & Gas Development Company Limited (OGDCL) was created under an Ordinance in 1961.228 billion Download from www. which are operated by it besides having working interest ownership in 28 non-operated Mining and Development & Production Leases.
com Asif ullah Page 8 .7 FUNCTION OF OIL AND GAS DEVELOPMENT COMPANY The main functions of the Corporation are:- Download from www. Crude Oil. 2. Pakistan.3 Name & Address of Company Oil and Gas Development Company Limited (OGDCL). Gas. Najam Khan Hydar (Managing Director).4 051-9209701 051-9209708 Name of Chief Executive Mr. h. 2. Solvent Oil. g. Sulphur. Jinnah Avenue. Kerosene Oil.ustbannuinternshipreports. Telephone: Fax No: 2. 2. f. c. Blue Area. LPG. b. Gasoline/High and Low Speed Diesel.wordpress. d. Naphtha. During the last 42 years OGDCL has grown into a technically and commercially viable organization.5. Islamabad.OGDCL standard cubic feet (BSCF) of gas and 164.5.25 million barrels of oil including company’s share in non – operated Joint Ventures. the following are its products by which it is earning profits: a.6 Product line In the product line of OGDCL. e. House.
2002 phase-II “revamp project” was commissioned on 23 January 2004 to process MMscfd of gas. the over discovery in NWFP.tons of LPG will be produced.ustbannuinternshipreports.OGDCL a.8. 2004. by installation of two additional membrane skids and drilling of two wells. Under this plan pretreatment memguard unit and new membrane elements were installed and drilling of one well was completed.1 PROJETS QADIR PUR DEVELOPMENT PROJECT Qadirpur gas field. It is located in the central Indus basin. Due to this expansion the capacity of plan has increased to process gas up to 500 MM. was brought on to stream and it started giving production from 17 July. To produce. 2. To carry out geological. south of kandhkot and Sui gas field.wordpress.500 barrels of oil and 13 MMscf of gas per day. The Download from www. In accordance with the consolidated revised development plan dated 30 November. Phase-III of this project was commissioned on 20 march 2004. geophysical and other surveys for the exploration of oil and gas. and is currently producing 3. b. Chanda LPG plant will also be installed by October 2004 were 25-40 M. To plan. refine and sale oil and gas e.com Asif ullah Page 9 . d. To perform other functions as the Federal Government may from time to time assign to the Corporation. To carry out drilling and other prospecting operations to prove and estimate the reserves of oil and gas. one of the large fields in the country was discovered in 1990. c. organize and implement programmes of exploration of development of oil and as resources. 2.8 2.2 CHANDA DEVELOPMENT PROJECT Chanda oil field.8.
: 720 BPD Gas: 12MMscfd LPG: 12 MTD Sulphur: 80 MTD a).tons of LGP Satellite fields namely Mithrao and chak dim will 2. On its completion.8. the field will produce about 2.050 barells of stabilized condensate per day. projects will result in substantial Mega Projects Projects Chanda Development Project Dakhni Expansion Project February. LPG and sulpher.com Asif ullah Page 10 . Phase-II of the project is expected to be streamlined in October 2004.wordpress.800 barrels of oil per day and 125 M.ustbannuinternshipreports.1803 Million Oil. gas. 2009 Rs. 2008 December.This will increased the production of field to 5.4 DHODAK PLANT ENHANCEMENT AND DAKHNI EXPANSION Dhodak plant enhancement and dakhni expansion projects are also in progress and are expected to be completed by some time completion. 2007 $ 160 Million production 650 MMscfd b).5 MMscfd Download from www. 2007 $ 9 Million Completion Estimated Cost Prod Capacity LPG: 25 MTD Gas: 8.OGDCL third well at Chanda field is planned to be in third quarter of 2004-2005.3 BOBI DEVELOPMENT PROJECT First phase of the bobi development project has also been commissioned in June 2004 and is producing 1. To maintain plateau of gas Qadirpur Compression Project September.8. Additional 100 MMscfd gas January. 2. the enhancement of production of oil.300 sbarells of oil and 19 MMscf of gas per day.
2009 (As conveyed by PPIB) A Bid to be invited afresh Oil.: 2940 BPD $ 89 Million Gas: 25 MMscfd LPG: 224 MTD Sinjhoro A Bid to be invited afresh Chapter 3 ORGANIZATIONAL STRUCTURE 3.: 4000 BPD $ 50 Million Gas: 64 MMscfd LPG: 258 MTD $ 250 Million Gas: 200 MMscfd Oil. Blue Area Islamabad and Regional Offices are located in Karachi and Multan. Sukkhur.wordpress.com Asif ullah Page 11 . Besides this OGDCL has its Liaison Offices in Hyderabad.ustbannuinternshipreports.1 MAIN OFFICES OGDCL Head Office is situated at Jinnah Avenue.OGDCL Dhodak Expansion Project Uch-II Development Project TAY Development Project A Bid to be invited afresh March. The autonomous Board is headed by a non-executive Chairman and there is a Managing Director/Chief Executive Officer. is responsible for policy related issues.1 Million Gas: 28 MMscfd LPG: 85MTD Oil. all of whom are nominated by the Ministry of Petroleum and Natural Resources. Following are the main offices located throughout Pakistan: Download from www.: 2500 BPD $ 54. The overall organizational structure / organogram is as under A Board of Directors comprising twelve Directors. and Quetta for operational activities.
OGDCL Regional Office. Karachi 10. 2. Quetta 6. Islamabad. OGDCL Base Store. Multan 5.wordpress. Pirkoh Gas Company Private Limited. 11. Kot Addu 12. Karachi 8. OGDCL Head Office. OGDCL Base Store. OGDCL Liaison Office. Sukkur 7.OGDCL 1. OGDCL West Wharf Office. 3. Rawalpindi & Karachi Download from www. Jinnah Avenue Islamabad. Medical Centers. Khadiji.ustbannuinternshipreports. OGDCL Regional Office. Kot Sarang 13. OGDCL Liaison Office. Shafi Chamber. OGDCL Base Store. Islamabad 9. OGDCL Base Store. Korangi OGDCL Base Store.com Asif ullah Page 12 . Islamabad. Karachi 4.
Administration Department 2.2 MAIN DEPARTMENTS Corporate Department 1. 3. Islamabad 15. OGDCL Workshops. Stores Department 9. Human Resource Department 3. Oil & Gas Training Institute. Finance & Accounts Department Download from www. Security Department 5.com Asif ullah Page 13 . Personnel Department 4. Communication Department 7.wordpress. Legal / Regulation Department 6. Islamabad.ustbannuinternshipreports. Procurement Department 8.OGDCL 14.
Download from www. Audit Department E&P Departments 1. Exploitation Department 3.Data Processing Department 9. Drilling Department 2. Data Logging Department 3.ustbannuinternshipreports. 4.OGDCL 10. Engineering Department 8.com Asif ullah Page 14 . Exploration Department 2. Cementation Department 6.wordpress. Mud Engineering Department Well Services Department 5. Wire line Logging Department Geological Department. Process Department Technical Services Department 1. Production Department 4. Geological Well Supervision Department 7.
ustbannuinternshipreports.OGDCL 3.wordpress.com Asif ullah Page 15 .3 Organizational Structure Download from www.
D (Finance/ Accounts) General Manag ers Manag ers E.D (Corporate Aff air) General Managers Managers Chief Account Off icers Chief Engineers Principle Engineers Senior Engineers Junior Engineers Exploration Staff / Sections Chief Engineers Principle Engineers Senior Engineers Junior Engineers Drilling Staff / Sections Chiefs (Corporate) Dy .com Asif ullah Page 16 . Chief s (Corporate) Senior Corporate Off icers Junior Corporate Off icers Corporate Staff / Sections Senior Account Off icers Account Off icers Finance/ Account Sections Download from www. Chief (Admin) Sr.OGDCL Chairman Board of Directors Managing Director Company Secretary Chief Staff Off icer E.wordpress. Admin Off icers Admn Off icers Admn Section E.D (Admin) GM (Admin ) Manager (Admin) Chief (Admin) Dy .D (Drilling) General Managers Managers E.D (Exploration) General Manag ers Manag ers E.ustbannuinternshipreports.
com Asif ullah Page 17 .OGDCL BOARD OF DIRECTORS Jalaluddin Qureshi Download from www.wordpress.ustbannuinternshipreports.
OGDCL Overview of Board of Directors Arshad Nasar Chairman & CEO o Previously held various positions at Caltex / Chevron since 1968 including Country Head since 1998 Over 37 years of experience in Pakistan and overseas Director on various Boards Chairman of the Oil Companies’ Advisory Committee.ustbannuinternshipreports. President of the American Business Council o o o Al-Syed Abdul Qadir Jamaluddin Al-Gillani Director o o Elected for first term as MNA for the PML(Q) party Member of the Parliamentary Committee on Water and various National Assembly Committees Download from www.wordpress.com Asif ullah Page 18 .
a member company of the Ghulam Faruque Group of companies 2. 2. Previous positions: non-executive member of the Central Board of the State Bank. Former Senior Partner of A. Ferguson (PwC) Download from www. On the Board of Directors for various companies including PSO and Pakistan Dairy Development Co.com Asif ullah Page 19 .wordpress. Currently manages his own investment banking business 2.F. Ministry of Finance. Khalid Rafi Director 1. Chairman of Ferguson Associates 2.ustbannuinternshipreports. Azam Faruque Director 1. Previously employed at Citigroup with positions including Head of Corporate Finance CEEMEA Jalaluddin Qureshi Director 1. member of the National Emergency Economic Committee.OGDCL Alman Aslam Director 1. Founding member of Si3. Currently CEO of Cherat Cement Co Ltd. etc Asad Umar Director 1. Associate Member and Fellow Member of Institute of Cost & Management Accounts of Pakistan. Currently serving as joint Secretary. President and CEO of Engro Chemical Pakistan Ltd 2.
former Chairman of Pakistan Tobacco 2.com Asif ullah Page 20 . Ministry of Petroleum & Natural Resources o Director on Boards of SNGPL. SSGCL. 10 Directors and 01 Managing Director (MD). Pirkoh Gas Company. which consists of 01 Chairman. On the Board of Directors of the National Bank of Pakistan.wordpress. Previously held several roles at Pakistan Tobacco (BAT Pakistan).ustbannuinternshipreports. Mari Gas Company Limited. On various Boards including Jahangir Siddiqui Capital Markets Sikander Hayat Jamali Director 1. Ex-secretary of the Minister of Education Zahid Majid Director o Sui Southern Gas Company Limited 3. policies and affairs of the Company vests in a Board of Directors. Pakistan Reinsurance Company. etc 3.4 COMMENTS ON THE ORGANIZATIONAL STRUCTURE All policy related issues are dealt by the board of Directors that is headed by a non-executive Chairman and a full time Managing director. Chairman of the Balochistan Pakistan Red Crescent Society 2. The Download from www.OGDCL Naeem Malik Director ** o Director General of Petroleum Concessions (DGPC). etc Aslam Khaliq Director 1. MD is responsible for operational and other activities. The general direction.
while speed and competence are its Hall Mark. OGDCL can broadly be divided in to following three companies: Corporate Exploration & Production (E& P ) Technical Services The whole organization has been streamlined on the functional basis and it has emerged as an efficient unit. it now operates much purely as Oil Company does.wordpress. Executive Director Admin: Responsible for management of personnel.OGDCL OGDCL has been re-organized during the last few years. Executive Director Corporate Affairs: Download from www.com Asif ullah Page 21 . The administration department manages all the activities from recruitment to training and development. it is then drilled to assess the quality and quantity of the deposits. different Executive Directors performs following activities in consultation with General Managers. Executive Director Drilling: when a potential oil or gas field has been identified through seismic surveys. It is now divided into separate departments and each department is in a position to work independent business unit. Emphasis is on Professional Competence and getting things done.ustbannuinternshipreports. This process is achieved through drilling. who are assisted by the concerned Departmental Managers: The Executive Director Exploration: Supervises all the geophysical and geological and exploration activities and is assisted by different Manager. ED (Drilling) is responsible for all the drilling activities carried out by OGDCL in the country. For effective operational activities.
It coordinates with all the department of OGDCL and prepares a strategic plan for the activities of OGDCL.wordpress.OGDCL Looked after the activities of planning of different development programme and monitor the implementation of that program.ustbannuinternshipreports. Download from www.com Asif ullah Page 22 . This department also liaison between OGDCL different Ministries.
OGDCL 3.ustbannuinternshipreports.5 NO OF EMPLOYEES DOMICILE AND GROUP-WISE SUMMARY OF OVERALL OFFICIALS PAY GROUP MeritPUNJAB DOMICILE SINDH NWFP BALUC.com Asif ullah Page 23 .FATA AK URBAN RURAL TOTAL HISTAN MANAGEMENT CADRE TOTAL IN THE GROUP M-1 EG IX EG VIII 0 0 4 0 2 3 0 1 0 0 0 1 0 1 11 1 0 0 0 1 0 0 0 0 0 0 0 1 4 9 EXECUTIVE CADRE EG VII EG VI EG V EG IV EG III EG II EG I TRAINEES TOTAL 3 12 19 28 28 22 15 12 143 37 102 116 109 178 204 132 69 952 6 18 36 29 57 17 28 13 205 1 13 49 36 46 39 47 20 252 7 31 85 65 103 56 75 33 457 11 31 28 34 28 38 18 15 205 1 10 11 6 9 7 7 11 63 1 4 10 14 7 8 3 8 55 0 5 5 6 3 3 2 6 30 60 195 274 262 356 338 252 154 1905 OVERALL STAFF Download from www.wordpress.
PAY GROUP MeritPUNJAB DOMICILE SINDH NWFP BALUC- FATA AK URBAN RURAL TOTAL HISTAN NON EXECUTIVE CADRE TOTAL IN THE GROUP
16 15 14 13 12 11 10 9 8 7 6 5 4 3 2 1 TRAINEE TOTAL
2 2 0 0 15 0 4 3 5 0 3 0 0 0 0 0 6 40
163 106 253 4 623 1 148 425 164 93 670 99 264 198 324 1392 27 4954
49 12 58 2 59 0 24 45 35 11 94 19 28 39 70 103 1 649
14 25 109 0 60 0 56 67 95 16 166 9 79 31 220 705 2 1654
63 37 167 2 119 0 80 112 130 27 260 28 107 70 290 808 3 2303
22 20 58 1 113 0 34 79 30 5 102 23 30 25 41 136 8 727
2 0 7 0 14 0 6 20 11 8 50 5 63 29 128 566 8 917
1 0 6 0 5 0 2 2 2 0 7 0 0 2 1 2 0 30
5 5 13 0 31 0 12 12 9 3 17 13 17 26 14 45 1 223
258 170 504 7 920 1 286 653 351 136 1109 168 481 350 798 2949 53 9194
BUSINESS VOLUME OGDCL is using the modern seismic technology for improving its ability to discover
the unexploited oil and gas potential in the country. A number of major institutional reforms and improvements have been implemented in all areas of operations enabling the company to take up the challenge of making the country self-reliant in the energy sector. As of August 2006, OGDCL has drilled 187 exploratory wells and 239 development wells since inception. The company has made 60 discoveries with an excellent success ratio
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 24
of 1:3. In a short span of only three years OGDCL was successful in making 10 discoveries, 02 Oil discoveries and 08 gas/condensate discoveries. Out of which 09 are in Sindh and 01 in NWFP. The discovery of well at “CHANDA” kohat is the first discovery in NWFP and it will open a new era for hydrocarbon exploration in NWFP. OGDCL financial performance has been consistently improving with sustainable growth since the time it became a self-financing Company. The Company is the single largest contributor of more than Rs. 37 billion to the national exchequer in the shape of royalty, duties, taxes and other payments. Its share in the total Oil & Gas production has been 34% and 21% respectively in the year 2005-06. Its business volume for the last five years has shown a steady growth as indicated in the schedules given on next page:
Business Volume for last Five Years
Product Measurement Scale Crude Oil Thousands Barrels 8,907 8,535 8,705 2001-02 2002-03 2003-04 200405 9,413 9,941 2005-06
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 25
White Petroleum Products
10500 10000 9500 9000 8500 8000 7500 2001-02 2002-03 2003-04 2004-05 2005-06 Years
Download from www.ustbannuinternshipreports.wordpress.com Asif ullah Page 26
Quantities Thousands Barrels
120.com Asif ullah Page 27 M.000 0 2001-02 2002-03 2003-04 Years 2004-05 2005-06 Download from www.000 20.000 150.wordpress.000 0 rre Th ou nd sa Gas Production 2001-02 2002-03 2003-04 Years ls 2004-05 s s 2005-06 Quan 100.000 50.000 Tons tities LPG Production .000 200.OGDCL ant Qu itie Ba 300.000 80.000 60.000 40.000 100.ustbannuinternshipreports.000 250.
892 41.000 5.com Asif ullah Page 28 .209 39.845 47.641 2001-02 2002-03 2003-04 2004-05 2005-06 Download from www. 20.000 10.058 52.wordpress.000 Qua The Net sales & other revenues for the last five years are as under: (Rupees in Million) YEARS Net Sales Revenue 26.000 15.OGDCL Sulphur Production s M.000 0 2001-02 2002-03 2003-04 Years 2004-05 2005-06 Tons ntitie 25.ustbannuinternshipreports.
wordpress.com Asif ullah Page 29 .ustbannuinternshipreports. Download from www. execution and skills. OGDCL‘s financial performance has been consistently improving since becoming a self-financing entity.OGDCL Net Sales Revenues 60000 50000 Sales 40000 Revenues 30000 (Rs in Millions) 20000 10000 0 2001-02 2002-03 2003-04 2004-05 2005-06 Years The business volume and the sales revenues are the reflection of an operator’s management judgment.
O S h e r aM u ha m m a d z * D .OGDCL CHAPTER – 4 ADMINISTRATION AND PERSONNEL (HR) DEPARTMENT ORGANOGRAM OF PER SO N N EL D EPA R TM EN T A m jaJda v e d M a n a ge r ( P e r s o n ne l ) M u kh ta rh m a d A D C PO (A ) J ig eM uh a m m ad r D C PO (C ) K h a l id r ve z Pe D . Pe n & E O B I ) K h u r s h eA.ustbannuinternshipreports.wordpress.M (B .com Asif ullah Page 30 . P. D .d as h m i eH D C PO ( o r d C o )/ PS (G ) M u h a m m q d K ha n I a ba l Pr o g r a m m e r C o m p u te r S e c S h e ikh r e e d Fa PO (E ) S a b ir us sa in H PO ( F) R a naSh a u ka t S PO (B ) M u h a m m aha lid Kd PO (D ) M u h a m m a dun as Yo PO (E O B I /Pe n ) A b id sla m A * D . O Sections of Personnel Department A B C D E F G EO BI / CO M PU TER CO O R D P E N S IO N T otal O f ficers T otal S taf f D a ta Pro cessing O fficer : 13 : 97 Download from www. P.
ustbannuinternshipreports.com Asif ullah Page 31 .OGDCL DESIGNATION WISE BREAKUP OFFICERS Manager Dy . Admin Assistant LDC/Typist Record Sorter/ Daftaries Naib Qasid / Helper Sub-total OVERALL TOTAL : : : : : : : : : : : : : : : : : 01 01 03 01 04 01 02 13 10 03 24 20 18 06 16 97 110 Download from www. Personnel Officer Personnel Officer Programmer (Computer) Data Processing Officer Sub-total STAFF Superintendent Stenographer/Steno typist Admin Assistant Jr. Manager/Chief Dy Chief Personnel Off Sr.wordpress.
Implementation of CBA Management’s agreement’s after every two year’s duration. 2. 7. 3. Maintenance of Database-Computerization. 1. Download from www. Transfers –Postings..wordpress. Responses to Senate. Maintenance of seniority.OGDCL FUNCTIONS OF PERSONNEL DEPTT.com Asif ullah Page 32 . Processing of Pension / EOBI and retirement cases. 8.ustbannuinternshipreports. 6. 5. National Assembly Questions / Other Government Agencies. Maintenance of service record of employees from their induction to retirement and beyond. Handling of Personnel grievances. 4.
22.214.171.124 Pay Scale and Fixation. Executive Group Staff Contractual Staff (EGI .wordpress. 4. Similarly if any employee want to leave more than 48 days which are Official than concerned department will approval them and send to t6he personnel section.2 Correspondence The personnel department also maintained the record of each employee for promotion. It is also the function of personnel department that they fixed the pay scale for employees. his ACR (Annual Confidential Report) .1 PERSONNEL (HR) DEPARTMENT FUNCTIONS 4.com Asif ullah Page 33 . the concerned section maintained this personnel record from the first day. There are three types of employees in OGDC. Every employee have their own personal file in personnel department.1 Maintenance of personnel files As we have mentioned above that every section is related to the concerned department. So at the end of every year they check the record of each employee. the minimum time for promotion is five years.ustbannuinternshipreports. 4. experience qualification etc .OGDCL 4.1. whenever they want any type of data immediately. 3.EGIII) (1 . In short any type of personal problem or work will maintain in his personal files with personnel department. So whenever any new employees recruit OGDC . 2. call to computer. It’s called correspondence.16) Recently personnel department has computerized the whole process to reduce the burden. They have their own computer section. Download from www.
Succession P lan. No. Manager Pers onnel C.wordpress. 2.com Asif ullah Page 34 . 5. Pers onnel Officer S uperintendents Through a) Open advertisement on Merit.C hief Personnel Officers 01 01 03 01 04 09 S r. E xisting M anpow er H eld Position Officers R etiring by 2005 06 01 01 01 01 Plans to F the ill Gapup to 2010 1.O/ D .ustbannuinternshipreports.P. Sr. b) Promotions Download from www. 1. 4. 7. 6.OGDCL F uture T argets/Goals w T e F ith im ram e To efficiently facilitate the core functionalities as displayed and required by the core technical departme of oil and gas busine nts ss.Personnel O er ffic Personnel O fficer Asstt . 3. Managers y Dy.
R e d r e sse d o f P er so n n e l g r iev an c e s. 6. I m p lem en t at io n o f C B A M an a g emg r e e m ’s n t aft e r e v e ry t w o y e ar ’s a en t e ’s d u r a t io n . 8.com Asif ullah Page 35 . 3. P ro ce s sin g o f P e n sio n /E O BI & ret ir em en t c a s e s . 2. 4. ata b e R e s p o n se s to Se n ate . ss em ly Download from www. M a in t en an c e o f D-Co mapsut e r iz at io n . 5. T r an sf er so st in g s . –P M a in te n a n ce o f se n io r ity . N at io n a l A Q u e stbio n s/O t h er G o v er n m en t A g en cy .wordpress.ustbannuinternshipreports. 7. M a in te n a n ce o f ser v ic e r e co r d o f e m p lo y e e s tfr o m threet ire m u c t ioa n d o ir in d e n be y on d.OGDCL 1.
It has many functions they are: Hiring of houses for the employees of OGDCL.OGDCL 4. Various types of newspapers are mostly used to inform the public. Through newspapers they give advertisement about OGDCL. Download from www. Initially it was started and performs duties in Karachi. that in general admin section and housing section.3 HOUSING SECTION Housing section is also one of the permanent parts of OGDCL Islamabad therefore it performs the function for OGDCL’s staff member to hire houses for their accommodation.ustbannuinternshipreports. Hiring of building for offices and lodges at Islamabad. 4.2 PUBLIC RELATION DEPARTMENT Public relation department is one of the permanent departments of OGDC. For the development of oil and gas sometime press conference also arranged for this purpose. Karachi Peshawar etc.3.com Asif ullah Page 36 . Public relation department is more concerned with press. Functions 4. Public relation department deliberate plan and sustained efforts to established and maintain natural understanding between an organization and its public. Hiring of lodges.1 Actually PAO is the head of two major sections. All type of documents/cases are tabled to the PAO for verification and signed. Unfortunately it cannot surely say that on which date and year it was established in OGDCL. The main objective is to provide accurate and an esteem information to the general public about OGDCL’s functions that what OGDCL is doing. It also performs the function to maintain the relation between the management and staff. Public relation department operates various methods and procedures to inform the public. but in 1985 shifted to Islamabad along with whole records.wordpress. He may approve the legal . rest houses for staff and officer at big cities like Lahore.
com Asif ullah Page 37 .4. To deal with court and legal cases. then legal service department stands from management side of OGDCL. 4.1 Vehicle for Entitled Officer Manager they provide official vehicles for duty. 4.wordpress.2 Vehicle for General Duty For each department they provide special vehicle for emergency cases.1 ORGANIZATION OF LEGAL SERVICE DEPARTMENT Legal Service Department Legal service department is one of the most simple and little department but its functions are always maintained on climax position in OGDCL. Particularly in housing cases the approval of PAO is must.OGDCL cases and also has the power to reject illegal cases.4. At each field from 5 to 6 vehicles ready every time for field duties at the time of emergency.4.4. 4.ustbannuinternshipreports.4. 4.5 Vehicles for Foreigners Similarly some vehicles are available for engineers and other staff.4 TRANSPORT SECTION The main function of transport section is to provide transport facilities to the officer staff member of OGDCL Islamabad. If any body from outside accused on OGDCL in any affair. They have their own advocates. 4. The posting (DAK) of all Islamabad come to the PAO and also he distributes the post to the required party/person.5 4.5.3 Vehicle for Pick and Drops Large number of coasters for officers and buses for other lower staff are available which perform the duty of to pick early in the morning and drop at the end of office time the staff to perform their duties. 4. Various types of vehicle they provide to the officers / staff in various shapes. but mostly they consult Download from www. whenever occur in OGDCL. 4. He is the in charge of overall staff of both sections.4 Verifier Field Duties.
Download from www.com Asif ullah Page 38 .wordpress.5 Diagnostic Facilities X-ray and laboratory diagnostic facilities are available at M. so if the case is lower level then legal service department delete that claim by negotiation with employee.5.ustbannuinternshipreports.C Islamabad. DCMO checks and make verification and signed on those bills. But when inside OGDCL any employee appeal against any officer under the section rule 25. Every year medical centre make an arrangement with any drug store on 6% discount.5. Employee can witness in court personally. but legal service department are always advocates from the management side. the patient may receive the drugs from that particular drug store.OGDCL with outside advocates on various fees. On the other side when OGDCL claims on any person or body of person. It is the information from the department that mostly cases are go in favors of OGDCL.2 Medical Center Department Organogram 4. They keep money for vaccination. To manage the medical centers of the corporation. It is not essential for employee as well as for legal service department that they hire advocate for case.5. To provide medical facilities to the corporation employees. Vaccination programmed is also processed in MC.4 OGDCL Medical Centre Islamabad Function [ To check the OPD patients To check the OPD bills. For verification the owner of the drug store send bills to the DCMO at the each month.5. 4. 4. After that they refer the bills to the account department for payment. 4. It is a permanent discount so after check up.3 Manager Medical Services It is the head of the medical services and is responsible for. so at this also they deals the cases same as above. After that if the employee is frustrated then he can go to the court for appeal.
8 Vaccination Vaccination facilities for children are available at both medical centers and every Monday is specially fixed for this purpose. to give amount to the staff members after five years in OGDCL for conveyance. Distress grant. in extra fund by pension.ustbannuinternshipreports.5.wordpress. Grant of house building advance.15/. deducted every monthRs.5.9 Ambulance Ambulance equipped with first aid kit is available at medical centre Islamabad for 24 hours duty. It is also a proper channel between the two bodies.6 Hospitalization Patients are referred for hospitalization as and when required to hospital/nursing.6. the amount will be given to his wife.com Asif ullah Page 39 . homes /specialist on the panel of the corporation and re-imbursement is allowed when such facilities are not availed.by their income Download from www.e.7 Medicines Medicines are provided to patients from entitle panelist chemist through prescription. 4.6 4. at the time when any staff member die. 4.6. 4. 4.1 PENSION AND WELFARE SECTION Welfare Section It is just like a bridge between the union and management.5. 4.OGDCL 4. To provide facilities to the staff members of their families. Emergency drug are also kept at both medical centre to meet any emergency.2 Functions of Welfare Section Various types of functions performed by the welfare section are as under: To deal with union matters. Benevolent fund. i.5. Conveyance advance.
com Asif ullah Page 40 . To recruit the experimental employees for higher jobs.OGDCL Similarly large number of facilities they provide to the staff member. 4. Welfare section negotiates with union from the management side. To take examination and interview of new and experimental candidates. Years he can demand for pension.7 RECRUITMENT SECTION Recruitment section is one which is a real base to provide facilities of selection of new and old employees.6. The super innovation of the pension is maximum 60 Years.wordpress.7.7.ustbannuinternshipreports. After 60 years he can not stay more. Accommodation allowance is 50% of the growth monthly pension supposes that on the age of 25 years of service his pension will be counted of the 14th scale employee. 4.2 Organogram To recruit new candidates as a trainee. After 10 years in OGDCL the staff member qualified for pension and after 25. The union and management make on agreement after every two years. After that the pension allowance will be counted again. due to the arrangement with management. Download from www. After circulation to every department they analyze that how many employees perform their duties and how many are required and they take a deficiency with his scale. 4. 4.3 PENSION SECTION Pension was introduced in OGDCL after 1984. Analyze the recruitment of employees in each department. As a whole it means that OGDCL will provide pension till 15 years and something.1 Functions of Recruitment Section Recruitment section basically performs the following functions. This procedure is called organogram.
wordpress.5% 3.P Baluchistan Fata A. It is just only for to and to analyze the courage.OGDCL After the completion of organogram they take the official approval from chairman and give advertisement through public relation department of the most required vacancies.W.4% 7.f. Those candidates who qualified the test then they send a call for interview if they are not low merit. The selection procedure is recently shortly changed and is as under:Written Test 40%weitage Experience 30%weitage Academic Qualification 30%weitage The time for a written test is usually one hour. as under:Merit Punjab Sindh rural Sindh urban N. boldness communication skill.i. convincing power and also his dealing with other people.5% 04% 02% After the advertisement they receive application from all Pakistan and take written examination.6% 11.com Asif ullah Page 41 . This examination is held in those departments.j. where the candidate want to join and that department send the result to recruitment section.e. Download from www.k 10% 50% 11. The recruitment procedure of the OGDCL is mostly related with CSS of Pakistan . It should be kept in mind that the interview has no value and no marks.ustbannuinternshipreports.
ustbannuinternshipreports.wordpress.OGDCL Recruitment types Regular Contract Basis Trainees – Special Trainees Hiring through Contractor Classified appointment SELECTION COMMITTEES FOR RECRUITMENT FOR EG-VIII AND ABOVE Managing Director and Members of Human Resource Committee.M. FOR EG-VII AND EG-VI Managing Director Executive Director (Admin) / G. (Admin) Executive Director (Concerned) Professional / Expert in the relevant field/discipline Preferably having PhD or Master degree in the Relevant subject.com Asif ullah Page 42 . Head of Department Concerned Member Chairman Member Member Member FOR EG-V TO PS-15 Executive Director (Admin) Executive Director (Concerned) Chairman Member Download from www.
in accordance with the rules or orders pertaining to the service or post. other wise then for unfitness to cross such bars. at an efficiency bar in the time scale. Stoppage for a specific period. otherwise then for unfitness for promotion financial advancement. Download from www. 4.8.SRO-1213(1)/73 published in the gazette of Pakistan enter ordinary dated 18-08-1973. In OGDCL there is delegation of powers . 4. With holding for a specific period.3 Penalties The following are the minor and major penalties namely: Minor Penalties Censure.8 4. mis-conduct or any offence which occur in fields and offices by the employees.OGDCL Head of Department Concerned Head of Department Concerned Professional/Expert Head of Department Concerned Member Member Member 4.ustbannuinternshipreports.1 DISCIPLINE SECTION Functions Discipline section deals with those matters which depend upon any misbehavior. After taking action he send a report to discipline section then discipline section help him in penalties with the approval of executive directors and chairman under the rule of 1973.wordpress.Every higher authority can take action against that evil.These new rules have been adopted by the oil and gas developing company limited and matters relating to efficiency and discipline of the employees shall henceforth be governed by the OGDCL servants rules 1973 being issued as annex.8.2 ODGCL Servants (Efficiency and Discipline) Rules-1973.8.com Asif ullah Page 43 . promotion are increment. Government servant (efficiency and discipline) rules 1960 which were adopted in the draft service rules vide part-II statutory notification (SRO) govt of Pakistan cabinet secretariat(established division) notification No.
Career planning section is under the control of personnel manager. Before. 4. 4. Major Penalties Reduction to a lower post or time scale. However. It informs the employees that what they will do after 5 years And 10 years. Compulsory retirement. it was the Personnel department dealing in. Provided that whether the penalties are imposed by order of the board of directors. Removal from service and Dismissal from service. Note The chairman’s approval is necessary at all the stages for issuing the show cause notices and enquiry letter for awarding the final punishment. It informs the employees of OGDCL about their future planning.9. a person on whom major penalties is imposed shall have a right to appeal to the next higher authorities.1 Career Planning Career planning is basically career orientation and career development.com Asif ullah Page 44 . Download from www.OGDCL Recovery from the pay of the whole or any part of any pecuniary (minority) loss caused to corporation by negligence or breach of orders. removal or dismissal from service does not include the discharge of a person. CAREER PLANNING CELL: Career Planning Cell attained independent status in 1992.wordpress.9. That what he performs his duty and also they prescribed to the employees their operational set up.ustbannuinternshipreports. there shall be no appeal but the person concerned may apply for review of the order . or to a lower stage in a time scale .84 Appeal There will be no appeal against minor penalties. Removal from the service does not but the dismissal from the service does disqualify for future in this rule. 4.
2 Performance appraisal Yearly performance reviews are critical. Subordinates are assured clear understanding of what expected from them. However. the promotion criteria has been reviewed and revised under the guidance of the executive directors.com Asif ullah Page 45 . to correct un acceptable performance before it was too late. The accuracy and reliability of any scoring system increases with full descriptions/definitions. there have been some problems in application of the promotion criteria in some cases. decrease credibility of management. 0103-15 dated 12 November. Therefore to remove these difficulties. 4. M.N. Provisions should be made for the regular feedback of information to clarify and modify the goals and expectations.3 Performance appraisal process The performance appraisal process typically consists of four related steps as follows: Establish a common understanding between the manager (evaluator) and employee (evaluate) regarding work expectations. and better still with examples for each score band. The elaboration is as under:The promotion and recruitment criteria of the corporation was notified vide O. and to reward superior performance with proper praise and reorganization.9. 1984. mainly. The scoring system is also having a major impact on effective performance appraisals. where after a few clarifications were also issued from time to time. and reduces subjectivity.OGDCL Promotion is main figure of career planning section. Avoiding performance issues ultimately decrease morale. Ongoing assessment of performance and the progress against work expectation. Download from www. their own personal strengths and areas for development and a solid sense of their relationship with their supervisor. 1991. The revised promotion criteria are notified herewith which shall be effective from first July. Organizations are hard pressed to find good reasons why they can’t dedicate an hour long meeting once a year to ensure the mutual needs of the employee and organization are being met.9. 4.ustbannuinternshipreports. the work to be accomplished and how the work is to be evaluated. This gives everyone the same objective scientific reference points.wordpress. decreases the organizations overall effectiveness and wastes more of management’s time to do what isn’t being done properly.AA. Performance review help supervisors feel more honest in their relation ship with their subordinates and feel better about themselves in their supervisor roles.
The formal performance and development appraisal discussion.ustbannuinternshipreports.wordpress. based on the completed appraisal form and ending in the construction of a development plan. All the departments at OGDC are enforce to follow following performance rating Outstanding Very Good Normal Marginal Poor 05% 20% 50% 20% 05% Download from www.OGDCL Formal documentation of performance through the completion of a performance and development appraisal form appropriate to the job family.com Asif ullah Page 46 .
tr a in in g . e tc .G o o d 47 (O u t o f 6 0 ) In t e g rity 4 6 W o rk 44 O v e ra ll 4 7 G ra d in g Minimum *4 4 Year 1998 1999 2000 2001 2002 Score * ** o v t M e m o R e f # -80 (1 0d) a te d -0 1 9 8 5 G 1 5-C 1 8-1 * * O G D C P o lic y # A A O 1d0a3te d -0 4-1 9 9 4 -1 5 13 * A s p e r p r o m o tio n c rit e r ia m in im u m o f A C R c o m p o n e n ts m a r k s a r e a d d e d in th s c o r e o f q u a lific a t io n .G o o d V .G o o d G ood V .G o o d 3 7 (3 6 . te c h n ic a l p u b lic a tio n .G o o d V . e x p e rie n c e . ACRs 44 R e q u is ite Q u a lific a tio n 05 T r a in in g c o u r s e (4 m o n th s d u r0 2 n ) a tio T e c h n ic P lu b lic a tio n a R e le v a n t e x p e r ie n c e 18 M ark s O btain ed 69% Download from www. Good G ood 38 ***W o rk O u t p u t Q u a lity G ood G ood A v e ra g e G o o d A v e ra g e A v ra g e e V .ustbannuinternshipreports.OGDCL Q u a n t if ic a t io n (o fx aAmCpRe s E l ) ( E G I t o E G) -I -IX E x ist in g * * * F o r m u la A 1= A = B = C = D = V e ry G o o 1 0 M a rk s d G ood 07 “ A v e ra g e 0 5 “ B e lo w A v e ra g e 1 “ 0 Poor 00 “ *** n te -rity I g G ood G ood G ood V.wordpress.5 ) 3 6 Q u a n tific a tio n o f A C R s is c a r rie d o u t a s e x p la in e d in th e fo llo w in h y p o th e tic a l e x a m p le * * F o r m u la V e ry G o o d 1 2 M s rk a G ood 09 “ A v e ra g e 05 “ B e lo w A v e ra g e 00 “ **O v e ra ll 1998 1999 2000 2001 2002 G ood G ood A v e ra g e V . e x p la in e d a s .com Asif ullah Page 47 .
(Ist March of each year) Maintenance of proper record.wordpress.OGDCL Performance Evaluation (ACRs) No. of ACRs Officers 1600 Staff Employees 4438 • Issuance of ACR forms to all departments according to time schedule. its secrecy & integrity very important Convey Adverse entries to officers/staff employees Deal with the representations/grievances related to Adverse entries in ACRs Activities (ACR) • Career Planning Cell issues comprehensive instructions from time to time to educate and clear ambiguities • On education of ACR writing lectures are arranged by CPC in Head Office and Field Locations • ACR forms have been serialized for officers to minimize duplication/ misuse Download from www.ustbannuinternshipreports. (15th December of each year) • • • • Receipt of ACR forms.com Asif ullah Page 48 .
Qualification 2. When any employee qualifies these components then he will be promoted with the approval of the chairman.OGDCL Difficulties (ACR) • ACRs are not filled/returned according to the notified schedule. 15% 15% 25% 05% Download from www. ACR’s 3.wordpress. use of fluid. Seniority 4.1.com Asif ullah Page 49 . Assessment by the promotion Committee 40% ------------------------Total 100% ------------------------These five basic components are analyzed before promotion criteria. over-writing.ustbannuinternshipreports. For every employee it is necessary to get minimum 60% marks in above components.10 BASIC COMPONENTS OF THE PROMOTION CRITERIA Basic component of the promotion criteria with their relatives weight age would be as under. mere marking instead of initials are the most commonly observed problems • Lack of consistency in various parts of ACR is frequently noticed 4. Lot of time and efforts are involved in correspondence • Clearly written out instructions notwithstanding. Relevant experience including experience outside OGDCL 5.
Deputy Chief Personnel officer is the incharge of the section. meet the requisition of qualification for that particular job. PROMOTIONS OFFICERS Promotion Criteria for officers was adopted in 1994. the promotion also observes that where any position is vacant or not whether the employee who is promoted. after these observations they take action for promotion.OGDCL Besides this. So. Where he is performing job for last five years where his record in past is clear.com Asif ullah Page 50 .ustbannuinternshipreports. It’s main components are: ACRs Qualification Technical Publications Relevant Experience : : : : 60% 15% 05% 20% Seniority cum fitness is the guiding principal in promotions PROMOTIONS STAFF EMPLOYEES The promotion cases of Staff are evaluated as per Promotion Criteria of 1991 Its highlights are: ACRs Qualification Seniority Experience Evaluations : : : : : 25% 15% 05% 15% 40% Download from www.wordpress.
Cases in orde r re taine d for processin g - Eval uation Sheet. AC R S ynopsis. Disci plinary Profileothe r formali ties an d com plete d Com plete d case su bmi tte d before De partmen tal Promotion Committee Approval of the Managin g Di rector/Board of the Di rectors Promoti on Noti ficati on IMPORTANT FACTORS FOR PROMOTION • • • • • Experience for the Post Number of Years in the Vacancy Seniority Performance: ACRs Synopsis/Quantification Prescribed Qualification Download from www.ustbannuinternshipreports. Seniori ty.com Asif ullah Page 51 .OGDCL Promotions– Flow Chart Re commendations of the Head of the Department In com plete /Premature cases re turne d.wordpress.
wordpress.com Asif ullah Page 52 .ustbannuinternshipreports.OGDCL • • Requisite Present Executive Group Disciplinary Profile Promotions Average – Year-wise Officers Year Average 2003 2004 2005 2006 01 Officer promoted daily 03 Officers promoted in five days 01 Officer promoted in three days 03 Officers promoted in four days Promotions Average – Year-wise Staff Employees Year 2003 2004 2005 2006 Average 05 Employees promoted in two days 02 Employees promoted daily 01 Employee promoted daily 01 Employee promoted in three days Download from www.
com Asif ullah Page 53 .wordpress.ustbannuinternshipreports.OGDCL Promotions Average – Year-wise Grand Total Officers & Staff Promoted Year 2003 2004 2005 2006 Average 07 Officers & Staff promoted in two days 08 Officers & Staff promoted in three days 04 Officers & Staff promoted in three days 01 Officer & Staff promoted daily Promotions – Year-Wise (2002-2006 Year wise performance in connection with promotions for last five years is as follows:Officers Years (EG-VI & above) 2002 2003 2004 2005 2006 58 0 48 35 0 (Upto EG-V) 247 191 44 187 22 737 624 300 96 365 Officers Staff Download from www.
Consultancy services of a reputed company will greatly help in this direction • Training of staff and officers of CPC in the field of computerization is essential and primary step • On line information system may be developed among Personnel.com Asif ullah Page 54 . H. CPC has great difficulty in meeting the promotion dates of Ist July and Ist December each year • Cases are received with inadequate information causing wastage of time and un-necessary correspondence • There is lack of effective communication among departments which causes un-necessary wastage in time and efforts • • Absence or lack of clarity of promotion channels Career Planning begins from the Department of the individual. CPC. Recommendations received in CPC very rarely have that aspect properly dealt Suggestions • • Computerization of record is of great essence for speedy disposal and accuracy of record CPC is keen for digitalizing ACRs and related record.ustbannuinternshipreports.D has obligation to pay special attention to the Career development of those in his Department.wordpress.OGDCL Difficulties (Promotions) • CPC invites recommendations to reach end February and end August each year. Administration and other related departments. This will speed up information and provide updated and accurate data Download from www.O. They are seldom received according to schedule. Consequently.
com Asif ullah Page 55 .OGDCL • Promotion criteria should incorporate changes reflecting ongoing trends.wordpress. CPC may be involved in appraising the management on the current issues and difficulties in practical application. (Proposals for improvement in Promotion Criteria have been recently submitted) Statement of Promotion – Officers Executive Group EG-VIII to EG-IX EG-VII to EG-VIII EG-VI to EG-VII EG-V to EG-VI EG-IV to EG-V EG-III to EG-IV EG-II to EG-III EG-I to EG-II Total 2006 0 0 0 0 5 6 11 0 22 Download from www.ustbannuinternshipreports.
OGDCL Statement of Promotion – Staff Pay Scales Staff to EG-II Staff to EG-I PS-16 PS-15 PS-14 PS-13 PS-12 PS-11 PS-10 PS-09 PS-08 PS-07 PS-06 PS-05 PS-04 PS-03 PS-02 2006 18 23 0 0 27 0 250 0 0 41 0 0 6 0 0 0 0 Total 365 Download from www.com Asif ullah Page 56 .wordpress.ustbannuinternshipreports.
OGDCL Statement of Promotion – Staff Pay Scales Staff to EG-II Staff to EG-I PS-16 PS-15 PS-14 PS-13 PS-12 PS-11 PS-10 PS-09 PS-08 PS-07 PS-06 PS-05 PS-04 PS-03 PS-02 Total 2003 4 36 16 19 44 1 26 0 19 108 21 45 220 9 17 142 0 737 2004 0 61 10 16 55 0 83 0 5 54 62 0 66 5 191 16 0 624 2005 35 12 43 9 3 1 25 0 3 6 4 10 52 67 1 25 4 318 2006 1 24 19 0 28 0 265 0 7 43 2 0 18 36 0 0 0 96 Total 40 143 88 44 130 2 399 0 34 211 89 55 356 117 209 183 4 1775 CHAPTER –5 SWOT Analysis table for OGDCL STRENGTHS WEAKNESSES Download from www.wordpress.ustbannuinternshipreports.com Asif ullah Page 57 .
wordpress. where as an organizational weakness is an internal characteristics that may undermine performance. and environmental threats (T).ustbannuinternshipreports.OGDCL Highly Skilled Professionals Vast Experience Joint Ventures with Foreign Oil Companies Working in Pakistan Major oil & Gas Company of Pakistan High market cap and revenue Political Influences Limited Customer Limited Marketing Opportunity Political Appointments Inadequate Financing for offshore drilling OPPRTUNITIES THREATS Expansion towards a multinational Company Expansion towards Exploration & drilling Activities Marketing Opportunity for LPG & Sulphur Off-shore drilling Latest Technology unproductive wells World Market Safety Issues / Tribal Issues SWOT ANALYSIS SWOT Analysis is conducted to identify the organizational strengths (S). An environmental opportunity is a situation that offers potential for helping the organization achieves its Download from www. environmental opportunities (O). organizational weaknesses (W). Each analysis helps to know that how these elements influence organizational performance.com Asif ullah Page 58 . An organizational strength is an internal capability that can be exploited to achieve goals.
There is injustice distribution of work among the employees.ustbannuinternshipreports. which can compare their performance with the past. Computerized networking system is prevailing in the OGDCL. No job description concept is prevailing in OGDCL. OGDCL has a number of packages in order to hire best profile of professionals and as well as to motivate them in order to extract best from them.O in order to facilitate the performance of its employees. Highly advanced and modern technology and equipment is possessed by OGDCL. and potentially prevent organization from achieving its goals. Established gas transmission and distribution network. 5. In contrast. an environmental threat is an external element that can develop into a non-crisis or crisis problem.2 WEAKNESSES Outdated procurement procedures and stores inventory management system of OGDCL undermines OGDCL‘s performance. OGDCL is given preference when Government allows any new concession. Being Government owned organization.1 STRENGTHS OGDCL has highly professional manpower. 5. Annual bonuses are announced to motivate employees. Enough physical facilities are provided to its employees in the H.wordpress. Download from www. OGDCL has enough training facility structure in the form of OGTI.OGDCL goals. OGDCL‘s SWOT Analysis is given below. There is no formulized criterion for reserve to production ratio.com Asif ullah Page 59 . Current assets are four times high than current liabilities.
They have fair idea that no one can expel them from this organization. Low cost incur in the exploration of wells. There is no check to measure performance of the employees. Greater distances in hierarchy. Members of Board of Directors are all outsiders. Implementation of ORACLE financial. No planning is being done before initiating any project e. Delayed decisions due to prolonged procedures. Company is unaware of the importance of Marketing in the success of one company. as there is no say of its employees. and selected by Government.3 OPPORTUNITIES Substantial unproven gas and oil reserves exist in Pakistan. Environment is initiative killer. Political influence is being exercised for recruitment. No experts for ORACLE software in spite of its implementation in OGDCL.g. Bureaucratic form of administrative setup.ustbannuinternshipreports.wordpress.OGDCL There is no check and balance to monitor. Attitude of the employees towards work is not prudent because of job security factor. and Personnel Department only deals with recruitment and termination cases and a little bit other. 5. No concept of Diversification like other oil companies like BP. There is no huge HR Department. Download from www. Adhoc approach to resolve major issues.com Asif ullah Page 60 . Inflationary trend in the prices of oil in the international markets.
There is no tough competition faced by OGDCL from any company having the same large setup with such huge finances. Global trends are rapidly changing which might affect its performance. Government incentives to Energy Sector for doing better projects. Government directs the Company while declaring its dividend.wordpress. 5. Iraq and America situation can also have negative impact on Oil and Gas Industry. Ever rising demand of gas due to changing attitude of people.ustbannuinternshipreports. Fear of unproductive well is a source of threat for OGDCL. Government has maximum interference while deciding its investment policies. Any decrease in future oil prices may prove to be a great threat for OGDCL. CHAPTER – 6 Download from www.OGDCL Massive consumer market.4 THREATS Being a Government owned organization.com Asif ullah Page 61 . Competition is increasing as Government is attracting foreign investors in this Sector.
6. Further more the recruitment system is also influenced by the nepotism of politicians.ustbannuinternshipreports. Poor Method of Recruitment To recruit the employees both internal and external methods are used but the corporation gives preference to the internal method. OGDC have a centralized procurement department but stocks are accumulated in the absence of the strict rules and policies regarding purchases and stock position. Lack of Career Planning Of Employees. 5. Download from www. location incharge use their powers towards petty cash purchases from local market. literature etc.wordpress. While officers of Equ. OGDC have a large number of vehicles.com Asif ullah Page 62 . The main draw back of this method is that it blocks the way for new generation which carry new ideas and knowledge. Grades 19 are not entitled to have official transport. 3. OGDC also provides pick and drop facilities to stop and officers to some extent with few Buses / Cosdters but it is not sufficiently only few percent get benefit from this. 4.OGDCL PROBLEMS AND SUGGESTIONS During my stay in OGDC head office. OGDC is only organization in the field of exploration and development of oil and gas resources of the country. Unnecessary Purchases at Sites Due to less accountability and more delegate powers. Unfair Utilization of Transport. I have observed some weakness in the organizational setup functioning of various departments. PROBLEMS Unawareness of Employees from Latest Technological Changes. but unfortunately does not use scientific techniques in career planning of employees.1 1. mostly at sites but they are misused by their location in charge. 2. Technical and non technical employees working at field / wells sites in far away areas of the country do not have any access to the latest modern and technological changes.
administrative and selling expenses Download from www. 3. OGDC must take necessary action to acquire modern technologies so that they can compete at international level and in this way they can play more effective role in Pakistan’s economy 2.2 SUGGESTIONS During my stay in OGDC I carefully observed the major weakness. For this weakness.OGDCL 6. 1. 5. They should to pay full attention to the intensive professional training of staff in related fields. and the only mile stone in this way is administrative approval. 7. 6.com Asif ullah Page 63 . The powers of location in charges should be reviewed and minimized. With the passage of time many modern technologies changes take place in oil and gas industry. Management should try to develop maximum and minimum store inventory levels and also 100% physical verification to be done at least once a year. Al though the management in recent past takes some initiative in this area. Promotion Policy.wordpress. but in practice emphasis is given to ACR and can say that where there is ACR there an id a favoritisms. a new department “career planning department “ is created and few posting were made in this department . The department concerned can organize professional training at OGDC or with outside agencies etc and latest literature newspapers and magazines etc of professional interest should be provided at sites free of cost. Training is used to develop the skills of the employees in this regard lot expenditure is made on training but unfortunately training facilities is also awarded to the employees based on nepotism. OGDC have a plot at blue area Islamabad for office building. I suggested the following practicable remedies to improve the existing practices. the construction work may be started as soon as possible as OGDC have no shortage of funds. Management must take necessary action to control costs i.ustbannuinternshipreports. 6.e. Injustice Way of Awarding Training. But to achieve excellent and positive results rapid operations are too much essential. Promotion policy is the mixture of both merit and seniority. 4.
OGDCL has engaged top professionals in Geology. And try to eliminate political interference in recruitment.OGDCL 7. • Beside this it is also desirable to suggest that in this modern area computerization of record is very much essential . 6. because it will affect the efficiency and ultimately the corporation will be unable to achieve its objective. Power generation by IPPs (Industrial Power Projects) in the country is a major source of energy. • As the promotion policy of the corporation clearly shows merit + seniority.3 Conclusion The production of oil and gas is contributing a lot in reducing the country’s import bill.wordpress. OGDCL’s Uch Gas field and Panjpir/ Nandpur Gas Fields are the two main fields. Besides this. If appraiser make appraising based on actual performance it will decrease heart burning problem and employees’ efficiency will be increased.ustbannuinternshipreports. OGDCL’s contribution to the national exchequer in the form of royalty. and production who are working day & nights for the search of Oil & gas.So to facilitate the management computer system in all the section must be introduced. Engineering. and improved human resources. OGTI designs and implements programme to develop and expand the technical and managerial skills of professional to meet the fast changing challenges to the company. excise duty.. which have now started supplying Gas to power companies. the corporate sector is equipped with professionals having Download from www. debt servicing. motivated. and taxes are a huge support as compared to the other state owned organizations. Oil and gas Training Institute (OGTI) is providing training facilities and meeting the requirements of highly trained. This not only meeting the requirement of the IPPS but also contributing a lot towards meeting the demand of electricity in the country. A total of about 150 courses in service disciplines are conducted during every year. To offset recruitment bias favoritism should be completely discouraged. The quality of an organization is dependent on the quality of its work force. Drilling. • • Training facilities should be awarded according to the requirement of the job. OGDCL entered into new JV agreements in various exploration Blocks with the foreign oil companies to boost up the efforts for increasing the Oil & gas demand of this country. so it should be fully implemented.com Asif ullah Page 64 .
BIBILLOGRAPHY 1. By Davis-Cosenza 8. Human Resource management ( 7th edition) by Descenso.com.Beach 6.pk Download from www.ogdcl.Monks. Management theory and practice. By Joseph G. (4th Edition).OGDCL qualification of CAs. Business research for decision making.Joseph Reitr. Operations management/Theory and Practice (2nd Edition). (4th edition). 2. The time bound necessity is that all these professionals be given a targets and their performance indicators be clealrly defined. www.Flippo 4. which support the technical wings. Behavior in organizations. by Edwin B. MBAs. A good leadership and the motivation will surely boost-up the efforts and the collective efforts will result in a huge reservoir of Oil or Gas INSHALLAH.Coms.wordpress.by Ernest Dale 3.ustbannuinternshipreports. By H. 7. 5. Personnel: The management of people at work (5th Edition) By Dale S. M.com Asif ullah Page 65 . Principle of personnel management.
com Asif ullah Page 66 .wordpress.OGDCL Download from www.ustbannuinternshipreports.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.