MUHAMMAD HUSSAIN

EFFECTIVEHR STATEGY FORMULATION AND IMPLEMENTATION AT SSG

RECRUITMENT HR STRATEGIES

This report is for HRM-301:Human Resource Management, instructor Mr. Shiraz Ahmed. This report
involves HR Strategy and function of Recruitment. How the fit and consistency of HR Strategy with
Organizational Strategy, Organizational Compatibility, Organizational Characteristics and
environment affect Recruitment process and its result in employee engagement and performance
EFFECTIVEHR STATEGY FORMULATION AND IMPLEMENTATION HUMAN
SUI SOUTHERN GAS
COMPANY
RESOURCE
Sui Southern Gas
ORGANIZATIONL STRATEGY: RECRUITMENT DEPARTMENT
Company, abbreviated
Recruitment process is done with organizational strategy of the company. as SSGC, was created

SSGC is a government corporation sector, with 70% of Government`s stake.

(HR):
on March 30, 1989,
HRfollowing
department a series of as the
serves
Hence the company has to be in line with public sector, public welfare and mergers of
backbone of 3any
complete government compliance. This involves its HR department (like all organization.energy
pioneering It is
companies. Sui Gas
responsible to manage
others) and also the recruitment process and procedures are aligned and fit Transmission
employees’
Company, relations,
Karachi Gas rights,
with SSGC strategy which depicts public orientation. hiring and firing, enquiry,
Company and Indus
compensation
Gas Company.and Suibenefits
Gas
Recruitment process has certain SOPs. It has certain terms and conditions. etc.
Transmission Company
The typical process involves stages Trainees Management or Engineers are InLimited
SSGC, the wasHuman
formed in
Resource
1954 with Department
a primary is
hired after National Testing Service and after a year of contractual working
divided in 3 divisions
responsibility of gasnamely
as Trainees, they again give NTS tests and then finally recruited. But for this Operational,
purification Industrial
at the Sui
process to be public oriented, it has to be completely transparent, as being field in Baluchistan
Relations and
and Organizational
its transmission
Development andtoTraining.
the
a government organization there cannot be any private or personal hirings.
consumptionDepartment
Operational centres at
Karachi.
deals with Twothe affairs related
For this NTS is used and most importantly SSGC has hired 3-4 3rd party HR distribution companies
to the Executive cadre while
firms or Head Hunters such as Fulcrum, HRS Global ad ESW. As they are Industrial Relationindeals with
were established
1955 and were
subordinate cadre. And the
renowned and credible.
responsible for the
Organizational Development
distribution of gas to
is engaged with HR planning
consumers in Karachi
ORGANIZATIONAL CHARACTERISTICS and
anddevelopment.
other towns along Human
Resource Department
the rout of the of
Organizational Culture or organizational development build upon SSGC follows “Equal
transmission pipeline
organizational Characteristics for SSGC. Typically, SSGC would prefer Employment
between Sui Opportunity”
and
recruiting candidates who have taste of SSGC organizational culture and standards
Karachi. In and1985,
believes
thesethat
both, male and female
two distribution
work experience. These refer to people who have been SSGC culture such should be treated
companies were fairly while
as Interns, Trainees and Contract Employees. hiring,
merged firing, and training or
to form
southern benefits
providing Gas Company etc.
Another vital part of Organizational Development department of SSGC is to Limited and later, in
1989, Southern Gas
get right person, right place at right time. This therefore, calls for Mansoor
Company Limited Ahmed and
organizational training. Soomro
Sui Gas Company
Limited were
Assistant Managermerged
(Human
to form a Sui Southern
Resources) at Sui Southern
RECRUITMENT AND ENVIRONMWNT GasCompant
Gas CompanyLtd Limited.
Now SSGC is a public
SSGC is public sector. It has strict government involvement and it is a part Oil and Enery
limited company, listed
Eduation KarachiLahore
on the Karachi, University
of SSGC environment. Sometimes government imposes ban on
and Islamabad Stock
recruitment, at other time it implies ban on transfers and posting. Yet with Exchanges with more
the change of government allows another set of environmental forces. than 70% direct
shareholding by
Government Of
Pakistan.
1

1 % consumption and
The new government wants its own hiring or firings. Despite transparency there are always refferals.
Currently, SSHC is facing UFG loss. Unaccounted For Gas. So even HR and recruitment is in losss.

ORGANIZATIONAL CAPABILITIES
SSGC generally involves Oil, Gas and Energy. The whole operations are based upon exploration and
engineering process. Organization capabilities seeks its employees with engineering capabilities. We
hire trainees either with Engineering or Management capabilities.
SSGC has minimal marketing or even sales capabilities. We are the market leader. Everyone has to
come to SSGC. So minimal amount of Marketing, sales or corporate hirings. We need only people with
our operational capabilities as we are a distribution companies.

PERFORMANCE AND EMPLOYEE ENGAGEMENT

We have a strong performance management system and leads to better employee engagement. We
believe in creating organizational development that keeps employees engaged small example could
be mix gender offices.

We have gradings. BE – below expectations, ME- meet expectations, EE exceed expectations and SEE
super exceed expectations. Above ME we give increments and special bonuses to SEE. Consecutive
SEE may lead to leadership.

Although the darkside to such employee engagement could be boss employee outgroups or even
favouritism. This can lead to injustice and boss prejudice.

IMPROVEMENTS
1. SSGCS needs to have independence from political hiring’s and firings too.
2. It should use better HRM software modules, like that of SAP
3. Use its own HR department
4. Better test system rather than NTS
5. ESI rather than PMS 2