Presented by
 FARRUKH SHAKEEL
• Fa11-mba-009

 KAUKAB TAYYAB
• Fa11-mba-016

 FAYYAZ UL HASAN
• Fa11-mba-010

 SHAFAI UR REHMAN
• Fa11-mba-012

 The Company is the local market leader in terms of reserves. . production and acreage.  Listed on all three stock exchanges in Pakistan and also on the London Stock Exchange since December 2006.  It is a debt free company of Pakistan.OGDCL  OGDCL is the national oil & gas company of Pakistan and the flagship of the country’s E&P sector.

PARTNERSHIPS AND PERFORMANCE IN THE REGION. BUT ALSO AS A COMPANY KNOWN FOR ITS PEOPLE. . DUE TO THE GREAT EFFORTS OF HR DEPARTMENT OF OGDCL THE ORGANIZATION IS NOT ONLY THE LEADING E&P COMPANY OF THE COUNTRY.HR DEPARTMENT OF OGDCL THE FIRST 10 TO 15 YEARS WERE DEVOTED TO DEVELOPMENT OF MANPOWER AND BUILDING OF INFRASTRUCTURE TO UNDERTAKE MUCH LARGER EXPLORATION PROGRAMS.

Human resource management of OGDCL  HR DEPARTMENT OF OGDCL CONSISTS OF • 13 OFFICERS IN TOTAL 97 EMPLOYEES  Total employees of OGDCL • 11000+ .

STRUCTURE .

ACTIVITIES OF HRM DEPARTMENT  STAFFING    PLANNING RECRUITMENT SELECTION EMPLOYEE TRAINING EMPLOYEE DEVELOPMENT CAREER DEVELOPMENT PROPER PLACEMENT EMPLOYEE RECOGNATION EFFECTIVE APPRAUSALS PROMOTION SAFETY AND HEALTH MEASURES COMMUNICATION EMPLOYEE RELATIONS  TRAINING AND DEVELOPMENT     MOTIVATION      MAINTENANCE    .

STAFFING  STRATEGIC HUMAN RESOURCE PLANNING  RECRUITING  SELECTION .

STRATEGIC HUMAN RESOURCE PLANNING  Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. .

 INTERNAL  PROMOTION WITH IN EMPLOYEES  EXTERNAL ADVERTISEMENTS  EMPLOYMENT AGENCIES  INDEPENDENT CONTRACTORS  .RECRUITMENT  Recruitment is the process of filling vacancies with people.

Internal  OGDCL promote their own employees to the higher post according to this criteria. existing Qualification Training(duration of training) Technical research publications in national international journals Experience Assessment by promotion committee Annual confidential reports(ACRs) Deduct on account of disciplinary actions Promotion threshold 10 05 05 20 Nil 60 Nil 65% new 05 05 05 15 20 50 Upto 5 marks 65%-70% .

OGDCL RECRUITING  There are four types of recruitment in OGDCL • • • • Regular employees(specimen:fig1) Contract Basis employees(specimen: fig 2) Trainees – Special Trainees(specimen: fig 3) Hiring through Contractor .

Regular employees .

Contract employees .

Trainees .

Recruitment procedure of OGDCL  Advertisement • Online on OGDCL website(www.com) • In the leading news papers of Pakistan  Pool of applicants • Number of cv’s from all over the Pakistan.ogdcl.  Conducting test • According to the post offered  Interviews • Taken by 7-8 panel from concerned departments  Selection • Condition offer letter issued to successful employees .

.Post-selection  Medical test of all successful candidates  After medical test the successful candidates receive two letters from OGDCL • OFFER LETTER • JOINING LETTER Successful candidates join their respective department’s on the joining date.

TRAINING AND EMPLOYEMENT Development  Orientation  Employee training  Employee development  Career development .

ORIENTATION  All newly inducted employees shall undergo a comprehensive orientation program of up to one week duration.  PUPOSE OF ORIENTATION new employees are introduced to their job  Remove the anxiety of employee.  .  Socialize the new employees.  Provide basic work place information.

 Training programs • • • • • • • • Oil and gas training institute(OGTI) Local training programs Leader ship training programs Advance management programs Conferences Seminars Job rotation Committee assignments .EMPLOYEE TRAINING  All employees (regular and contract) are provided the opportunity of training to accord equal opportunities for professional development and to ensure effective management.

 Promotion of employees to higher levels  Job rotation of employees to different departments .Employee and career development  Various human resource policies have been reviewed and rationalized by taking to account the industry norms to bring about an effective change in order to meet the future challenges.

MOTIVATION  Performance appraisals  Promotions  Rewards and compensation  Employee benefits .

Performance appraisals  Annual appraisals • At the end of each year in the June  Project based appraisals(criteria) • • • • • Outstanding Very Good Normal Marginal Poor 05% 20% 50% 20% 05% .

promotions After every 5 years for low scales employees  After every 3 years for high scales employees  Can be before this time limit if employee have outstanding record   Criteria existing Qualification Training(duration of training) Technical research publications in national international journals Experience Assessment by promotion committee Annual confidential reports(ACRs) Deduct on account of disciplinary actions Promotion threshold 10 05 05 20 Nil 60 Nil 65% new 05 05 05 15 20 50 Upto 5 marks 65%-70% .

Rewards and Compensation MORE PAYS THEN MARKET  BONUSES  SHIELDS  CERTIFICATES  ADDITIONAL FACILITIES  SOUVENIRS  LUNCH'S & DINNER’S  .

EMPLOYEE BENEFITS RETIRMENT PLANS  MEDICAL FACILITIES  SICK LEAVES  LIFE INSURANCE  TRANSPORT FACILITY  HOUSE RENT  HOUSE LOAN  CARS FOR EXECUTIVES EMPLOYEES  CAR LOANS  CHILDREN EDUCATION FEES  .

MAINTENANCE  Safety and health OIL FIELDS SECURITY  LIFE INSURANCE  SMOKEFREE ENVIRONMENT  FIRST AID FACILITY ON FIELDS  REIMBURSEMENT OF MEDICAL EXPENSES   Communications  Employee relations LABOR UNIONS  POWER DELEGATION  .