Your SlideShare is downloading. ×
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Kesc
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Kesc

547

Published on

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
547
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
0
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Tooba Zaheer Shaikh Mohammad Waqas Rafique Taimoor Jamil Amjad Iqbal
  • 2. Introduction • KESC – one of the oldest companies and largest employers in Pakistan • Approx 11, 600 employees • Founded in 1913, Nationalized in 1952 , Reprivatized in 2005 • 2013 is the year of century • New management in 2008 by Abraaj • Listed on Karachi, Lahore, Islamabad Stock Exchanges
  • 3. Vision & Mission Vision To restore and maintain pride in KESC, Karachi and Pakistan Mission Brightening lives by building the capacity to deliver uninterrupted, safe and affordable power to Karachiites
  • 4. Values • • • • • We BELIEVE We are TRUSTWORTHY We are OPEN We are DEPENDABLE We Think about YOU
  • 5. KESC HR MANAGEMENT
  • 6. HR Organogram
  • 7. KESC e-HR System • Delivering services and tools to employees • Streamlining processes and workflow • Aligning with business objectives
  • 8. Discussing Today • Recruitment and Selection • Training and Development • Performance Management and Appraisal
  • 9. RECRUITMENT AND SELECTION
  • 10. Objectives • To attract and create a pool of qualified candidates. • To ensure that the recruitment process is in line with the company goals and objectives. • To make sure the recruitment process is cost effective and efficient. • To select the right candidate, who is suitable for the job. • KESC intends to hire workforce who is honest, motivated and values integrity.
  • 11. Recruitment Methods • Internal – With the approval of the departmental head to apply cross functionally – At least 2 years of experience in the current position for the eligibility • External – Campus Recruitment drives – Through website – Most managerial jobs filled by reference
  • 12. Recruitment Support in e-HR system • Functional heads assess existing headcount based on new / existing business requirements, identify and finalize new headcount requirements in coordination with HR Business Partners • Functional heads fill in ‘New Hiring Requisition Form’ in HR portal. A service call ID will be automatically emailed to the originator for future tracking • Upon saving this form, an email will be generated (exchange server) to concerned Group Head / approving authority • Concerned Group Head / approving authority will login to HR Portal by clicking on email link and after reviewing descriptions; he / she may approve or reject this request.
  • 13. Interviews • Unstructured interview – carried on by the relevant department • Screening Interview – done by the head of the relevant department • Panel Interview – panel comprises of people from relevant department, HR and cross functional team member
  • 14. Interview Evaluation sheet
  • 15. Challenges • KESC’s image • Selecting the right candidate from the pool of applicants. • Political and Managerial pressures on the recruitment process. • External influences like law and order situations can affect the recruitment process.
  • 16. TRAINING AND DEVELOPMENT
  • 17. Induction • Proper induction plan for KESC Employees • Informal introduction made by the departmental heads as well
  • 18. Training plans • Quarterly training plans • Half day to 2 day long trainings • In-house trainings held at AZM Learning Institute (ALI) – KESC training centre • External trainers invited as per need
  • 19. PERFORMANCE MANAGEMENT AND APPRAISAL
  • 20. Process • Employees reviewed on KPIs/SMART goals assigned at the beginning of the year • Employees are reviewed semi annually • Good performance may be rewarded in terms of monetary benefit of up to 23% of current salary along with job enrichment.
  • 21. Conditions for Appraisal • Employees who have completed at least six months with KESC • Employees, who have gone on LPR during the year before review, will be appraised for the period they have spent as active employees. • Employees who were recently transferred from their locations shall be appraised by nominated appraisers but their Bell Curve shall be maintained at their new/current locations.
  • 22. Who reviews Whom? • Manager review the DM, AM, Officers and NMS • GM/DGM reviews the Manager • Director/Deputy Director reviews the GM/DGM • Chief officer review the director
  • 23. Scoring chart (NMS) Parameters Marks Technical Skills (Knowledge, Ability to perform, Dependability) Efficiency in Performing Job 70 (Meeting Deadlines, Accuracy, Achieving Objectives, Disciplined) Customer Focus (Prompt, Friendly and Respectful) Commitment to AZM values 20 (KESC Values) Adherence to KESC Safety SOPs (Follow safety guide, Use safety tools, Ensure own and other’s safety) Total Marks 10 100
  • 24. Rating Scale Outstanding 90 and above Exceed Expectation 71 to 89 Met Expectation 51 to 70 Below Expectation 50 and below
  • 25. Bell Curve – Performance appraisal method - Expected
  • 26. Bell Curve – Performance appraisal method - Actual
  • 27. Promotions • Those who have received a promotion in less than 24 months are not eligible. However, their salary review will be done as per their performance rating • Promotions strictly subject to approved Organizational chart and vacancies • No double promotion (i.e. 2 levels jump) • Only Exceed Expectations and Outstanding will be eligible for promotion • At least EE or OS rating in current and previous year appraisal required for promotion • Sustain or exceed performance rating from the previous year rating.
  • 28. Low Performers • Performance Improvement Plans • If performance does not improve, they will be considered for dismissal.
  • 29. Employee’s Rights • Two way communication b/w supervisor and subordinates before sending the review. • In case of objection, employee can file an appeal . • Objection – appraisal decision biases or not up to the mark. • Early retirement options for senior employees
  • 30. Dismissal • If the employee gets two Below consecutive below expectation performance, then it will lead to dismissal

×