Group Members:

Imran

Fahid

Sulman

Pakistan OilFields Limited

Overview:

Leading oil and gas exploration and production company.

Subsidiary of The Attock Oil Company Limited (AOC).

In 1978, POL took over the exploration and production business of AOC.

Manufactures LPG, Solvent Oil and Sulphur.

POLGAS.

In 2005, the company acquired a 25% shared in National Refinery Limited.

*(Staffing)

StaffingTraining

&Development

Motivation Maintenance

Basic functions of HRM

Staffing

Objective:

Attract and retain capable and qualified employees

Policy:

To promote from within the organization, wherever possible to fill higher vacancies.

Job Specification

Job Description

METHODS OF COLLECTINGJOB ANALYSIS INFORMATION

Interviews

Observation

Recruitment: To fill an available vacancy New approved position

Process of recruitment: Assess need Create a pool of eligible candidates: Screen out candidates: Make selection

Recruitment:

The selected candidate will only be inducted into the Company provided the fulfills the following conditions.

Identity card

A certificate of registration.

References as provided on the application.

All copies of educational certificate.

Documents indicating date of birth preferably matriculation or equivalent certificate.

Offer of employment is however subject of Medical Examination.

Selection:

MEDICAL:

APPOINTMENT:

PROBATIONARY PERIOD:

Training and development

improve the level of knowledge and productivity in the company.

improvement of employee's performance in terms of his attitude, skills, knowledge and behavior.

Change in technology.

ORIENTATION PROGRAM:

The Company systematically introduces a new entrant to:

His work and its place in the entire organization.

His co workers and other associates.

The Company, its policies, procedures, manuals and objectives.

The orientation lasts for a week or so, depending on the position of the entrant.

TRAINING POLICY

Training and development is a continuous process

Designed to bring about a change in the attitude of confirmed employees with respect of the job they are doing, the people around them, the new procedures, techniques and skills which they can use.

Types of training carried out:

Job instructions training

Health and safety training

Type of development carried out:

Job rotation

Mr. Sadit mentioned that the organizations development is brought about by assessment of employee’s attitudes about their jobs.

MotivationOBJECTIVE

To appraise performance of an employee.

To find out His improvement and development needs.

To identify his potential for advancement.

POLICY

POL requires each department Head to methodically appraise the performance of employees, reporting to him.

The performance should be reviewed objectively and without prejudice.

The performance for prior years should not influence the current review, and the employee’s achievements for a particular period only, are to be appraised.

In order to keep the results unbiased POL needs the appraisal to be discussed with

G.M and All AGFMs for Senior Management Staff and G.M

All GMs and Manager (HR) for Junior Management staff.

Chief Executive will finally review the recommendations made by the appraisal committee.

Appraising Performance

The purpose of appraising performance is to determine how effectively each employee performs his work against the requirement of his position.

Maintenance

Maintaining employees has given the utmost preference in POL

Compensation over and above a base pay rate.

Salary increment

Fire/Emergency alerts

Medical, club activities, games

Proper houses with a safe and a secure society

Adjust labor cost to financial results.

Bonuses on performance

Check & balance