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Pso Ppt Final

Pso Ppt Final

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01/13/2013

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Pakistan State Oil

 

Pakistan state oil company limited was established in 1976 PSO was formed through the amalgamation of three state controlled oil marketing and storage companies, Pakistan National Oil {PNO}; Premier Oil Company {POC} and oil company Limited {SOCL}, formerly ESSO Undertakings As the largest oil marketing company of Pakistan, PSO is engaged in storage, import, distribution marketing of petroleum products petrochemicals aviation and bunker fuels LPG and CNG dominates the country¶s fuel and energy need The company has largest retail network in the country and the most extensive terminal and depot network. PSO has listed in Asia¶s largest 1000 companies by Asia Week  

 

Since its inception in 1976, the company has been meeting more than 70% of country¶s fuel needs PSO's 3805 outlets all across Since its inception in 1976, the company has been meeting more than 70% of country¶s fuel needs. markets more than 12 million tons of fuel products annually. This network is supported by PSO¶s 28 storage facilities with a capacity of more than 800,000 tons 

Auto car wash. Convenience stores.  PSO took a major step in improving its distribution facilities by acquiring 12% equity in the 800 km long Karachi-Mehmoodkot White oil Pipeline As part of PSO¶s policy of providing better customer service it has embarked upon its new vision retail development program. Internet facilities and business centers these state of the art designed stations provide greater customer confidence and a friendly environment     . Equipped with the most modern facilities like Electronic dispensing units.

Objectives of PSO   The company is focused on efficiently meeting the energy requirements of Pakistan Through its customer satisfaction it is consistently seeking to improve quality of product     Giving Momentum to the Nation Energizing Industrial Institution Ensuring Customer Satisfaction Meeting New Business Challenges .

Importance of HRM   HRM is an important strategic tool and it can contribute to the development of a sustainable competitive advantage It is the most important intermediary body between the employee and the organization that works to develop relations advantageous to both All activities related to non-management employees are handled by the industrial relations division and that of Management employees are handled by the personnel division of the HRM  .

HR Practices of PSO        Recruitment Selection Orientation Compensation and Benefits Appraisals Training and Development We will focus on Training and Development of PSO .

the people around them and techniques and skills which they can use It is also to make them more conscious of their responsibilities and how to perform them well Therefore all training is planned and coordinated in a systematic manner by the company  .Training Policy of PSO   Training and development is a continues process and it is designed to bring about a change in the attitude of the employees with respect to the job they are doing.

Training Programs of PSO  Customized Training  In customized training. people from different companies of the same industry go to the institution for training PSO also sent there staff for training In-House Training   only PSO employees are there and these training sessions are conducted in the PSO house .

self-study. WOW training is also off the job for Petrol pump staff . video presentations.Training methods used at PSO On-the-job Training Job Instruction Training Job Rotation Coaching Off-the-Job Training The employees are given off-the-job training in the form of lectures.

For finance department. All the employees in the finance department have to complete these seminars. The main purpose of these seminars is to create awareness. safety and environment are for each and every employee. Different seminars are for different level of jobs.Seminars and Workshops   Training and development department also arranges seminars and workshops for their employees. Their attendance is mandatory and if they do not attend these seminars then they have to give some penalty. they arrange seminars with the ICAP (Institute of Chartered Accountants of Pakistan). But the seminars that are regarding health. .

employee¶s potential strengths and weaknesses are assessed and formal training is given to them to capitalize on their skills. employees are motivated through job rotation so that they shouldn¶t get bored with their current jobs and put their skills and abilities in other tasks and at the same time broaden their area of knowledge .Training Need Assessment  Through the help of performance appraisals. The type of training and the training period varies from individual to individual.

On the job training   It is well regarded that the best place for effective learning is on the job i.e. if not trained instructors the department provides training the job instruction methods through practice of supervision course During the training the trainees are sent to the different departments of the organization in order to expose and familiarize them to the business environment of the entire organization. The training period for different employees varies according to the nature of the job they likely to handle  . the employee learning the job by doing it under instruction by his superior Since managers are.

.Continued. After completion of the training a performance review is made and if the performance is satisfactory then the trainee is appointed as permanent employee .  The different periods for different trainees are listed below:  Engineering Trainee will take 18 months on training    MBAs will take 6 months on training BBAs Training lasts for 8 to 12 months Electrical and Mechanical Technicians will take 8 months on training  During the training the performance appraisal for each trainee is made after each quarterly....

as and when need arises One such case is the training of employees to use SAP application for data automation.  . The different modes adopted by PSO include:  Sending employees abroad  Arranging for the training of the employees at home.Training Employees  In order to keep its employees at par with the technological and business development PSO arranges for the adequate training of its employees.

The staffing needs of the company are met generally from the pool of trainees who complete their training successfully and are found suitable for the available job opportunities  . The selected personnel are trained on-the-job under the direct supervision of senior employees (Trainee Father / Mentor) so as to build their competency to the required levels The training is objectively programmed.Scope of Pre-Employment Training   The aim of pre-employment training policy of PSO is to provide opportunities of hand-on professional training in real job environment to the prospective employees of the Company Graduates of various disciplines are inducted for 6 to 12 months on-thejob business administration/technical training. guided and monitored through a feedback system towards assessing trainees¶ actual performance & potential with regard to the requirements of foreseen vacant positions.

Procedure  In order to assist in providing a systematic method of training and integrating the trainees in PSO following forms are used:  Plan For Training    Report Of Feedback Progress Report Training Appraisal .

Continuous Learning     Sales Training Trainer Consultation Trainer Certification Basic Skills Training .

it is of particular importance that the right applicant is employed for the job  The correct procedures for engagement and selection must be clearly understood by both Line Management and Human Resources. train and promote staff on the basis of their ability. Therefore. experience and capabilities  .Development  Personnel Development  The company regards employees as its greatest asset. The company will recruit. according to relevant legislation and company policies and request Competencies describe what is needed for each employee to perform his or her job successfully regarding the expected knowledge.

The PSO Competency model forms the basis for assessing the training needs of the whole organization It is the responsibility of heads of all organizational units to take account of hat specific knowledge and skills the jobs involve.Competency Based Model   The Competency Model defines the competencies that are required by PSO in various positions as the requirement of a competency varies from one job to another. and what gaps in such knowledge and skill levels. what the individuals already possess. training can fill.The form to be used in this connection is Training Needs Analysis. Guided by business targets/departmental objectives and evaluating employees on their existing capabilities. the training needs of each individual are determined  . with the help of the Training Needs Analysis document.

They believe that the employee tends to learn a wide variety of jobs and a wider perspective on the organizational activities . in-house courses. sponsorship for studies at professional institutions and seminars etc When it comes to training and development PSO gives on the job training.Analysis of Training and Development at PSO   PSO has also taken several initiatives for improving the overall productivity and efficiency of its staff through computer training.

implement and/or administer employee orientation programs  Provide outplacement services (training etc.) . Training and development at PSO helps in:  Assist in identifying hiring requirements  Source and identify qualified candidates for vacant positions  Perform initial screening interviews  Refer qualified candidates to the higher manager for final selection  Extend offers of employment to ensure consistency in process  Develop.

roles. policies etc Employees working in rural areas don¶t have opportunity to visit the head office and interact with the management and to be trained   .Weak Points of PSO   There is Nepotism in the organization that polluted the T & D Process PSO doesn¶t have any specific module for conducting TNA. culture. working environments. the one method that they are following are internally developed It has been found that PSO didn¶t hire any external consultants for T & D and don¶t have psychologist who diagnose the sickness of the process.

and new employee orientation) The individual Employee Development Plans for employees are mandatory as a part of the Employee Work Profile at PSO. The plan includes personal learning goals.Recommendations   On the Job Training assessment and implementation is the responsibility of the department¶s training coordinator. on-the-job training or work-related instruction that prepares employees to perform their current jobs (includes: instruction necessary to accommodate technological changes. at a minimum. which should be updated bi-annually. They should provide. learning steps and resource needs .

Work methodologies.Recommendations  Regular professional training is conducted through conferences. This kind of training can include any dimension ranging from the regular trainings regarding safety and environment hazards. The time that an employee spends at an approved training program during normal work hours shall be considered as part of the employee's normal work hours and shall not be charged to his or her accumulated leave or considered leave without pay . personal skill development and organizational focus. conventions. seminars and workshops that are aimed at enhancing and/or increasing the work skills and/or abilities.

and gender   Course identification and dates of training .Recommendations Training records and maintenance have to be kept by the coordinator where the records should be maintained following the three years after the completion of the training. race. Training records should include. at a minimum: Participant's age.

. PSO must develop a TNA model which is a mix of qualitative and quantitative factors for a realistic picture of the training needs  It also needs to hire an external consultant for Training & Development who can impartially assess the flaws of the system. employees can acquire those skills and perform the jobs in an effective and efficient manner. By giving proper training to employees. Training is also helpful because it helps in filling the gaps that might arise because of the lack of skills or abilities that are required to perform a particular job.Recommendations  There is need to eliminate nepotism .PSO must hire an Organizational Psychologist who can perform these tasks well and coordinate all the things with in the company  Employees working in rural areas should be given the opportunity to visit the head office for training.This can be done by regular feedback taken by the HR department from employees about their problems.

PSO also wants to enhance their skills by training them with business related courses available in the corporate sector Training usually starts from its orientation programs to management training they  spend million of dollars each year to enhance the skills of its management and nonmanagement employee¶s through on the job. apprenticeship and coaching training programs . off job.Conclusion The T & D department of PSO is playing an important role in training and development of its employees to be at competitive edge and to develop its potential employees to enrich their knowledge.

and absenteeism and corresponding increase in efficiency and customer satisfaction . proper training and motivation are the basic tools. training and development of employees is an investment rather than cost for the organizations. A well-trained group of employees result in the reduction of costs. To retain employees.Conclusion  It can be concluded after the analysis. stress. that. turnover.

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