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Human Resource Management Report (1)

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Human Resource Management Report (1)

  1. 1. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 1 Human Resource Management Report Company BYCO Group Members Afeef Ali Abdul Rheman Ahsan Adil Ahsan Khan Haider Ali Submitted To Mr Moghis jalal
  2. 2. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 2 Acknowledgements We are very Grateful to God for giving us the opportunity to be the part of Iqra University and giving us strength to avail what is required by us. It is our pleasure to present our Annual report to our mentor Mr Moghis Jalal, Without his efforts, motivation and support it was impossible for us to complete this report. We pay utter commemoration to Our Parents for their love and care
  3. 3. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 3 Executive Summary BYCO Petroleum Pakistan Limited was incorporated in Pakistan as a public limited company on January 09, 1995. It was founded by MR Pervez Abbasi. Its major business is refining and distribution of petroleum products in Pakistan. It has two refineries both located in HUB, Baluchistan. The following report concludes brief overview of BYCO’s HR system. How it works and what is the importance of HR in BYCO BYCO has total of 800 permanent employees in which 9 are HR personnel, There head is MR Iqbal Haris. HR employees perform duties like recruitment, appraisal, Training, Compensation and salary and Succession planning BYCO’s follows a standard procedure for recruitment, BYCO do not uses outsourcing to recruit permanent employee where as for labors the scenario is totally opposite. BYCO has a standard appraisal system. They do appraisal twice in year and they use bell curve and online appraisal as a tool for PMS For training BYCO conducts Training need analysis and preserves data in TNA data base. BYCO uses both outsourcing and IN house training programs. Most of the budget is spent on Public programs and international training BYCO also follows a standard procedure for succession planning. To train successors of executives. BYCO has developed HR system which helps it to perform his duties fluently
  4. 4. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 4 Table of content Contents 1. Introduction................................................................................................................................5 2. Head Count and Departments/ business Units..................................................................................6 3. The Role of HR Business partner.............................................................................................7 4. Organization Chart ..................................................................................................................8 5. Industrial relation and Union.........................................................................................................11 6. Recruitment and Selection .........................................................................................................12 7. Separation Process........................................................................................................................13 8. Performance Management.............................................................................................................14 9. Training and Development ............................................................................................................15 10. Succession and career planning....................................................................................................16
  5. 5. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 5 1. Introduction 1.1 Back ground BYCO Petroleum Pakistan Limited was incorporated in Pakistan as a public limited company on January 09, 1995 and was granted the certificate of commencement of business on March 13, 1995. The shares of the company are listed on the Karachi, Lahore and Islamabad Stock Exchanges. The Company is engaged in the business of refining of crude oil into various saleable components including Liquefied Petroleum Gas, Light Naphtha, Heavy Naphtha, High Octane Blending Component, Motor Gasoline, Kerosene, Jet Fuels, High Speed Diesel and Furnace Oil. The Oil Refinery is located at Mouza Kund, Hub, Baluchistan. The Company commenced its commercial production from July 1, 2004 and ramped up the capacity to 30,000 bpd from February 2008 after debottlenecking of the whole plant. The refining capacity was further enhanced by 5,000 bbl/day during turnaround in June 2010, hence making the total refining capacity to 35,000 (barrels per day). During the year 2007, the Company has launched its fuel marketing activities managed by the Petroleum Marketing Business (PMB) formerly known as Oil Marketing Unit. The business has been re-launched with a new vision and has developed progressively during this period and is now growing aggressively, more than 254 retail outlets have been set-up, primarily focusing on retail segment and PMB is now expanding the canvas by targeting to become a dominant player in the industrial, international and retail segments. Going forward, PMB will be increasing its product portfolio by adding LPG and lubricants as well. Plans are also underway to make LPG available at the Filling Stations, as well as to market LPG cylinders with the Company’s Brand through a distribution network and launch branded lubricants for the automotive and industrial sectors which will be available at the Filling Stations as well as in the commercial markets. PMB is focusing and planning to cater to the international opportunities available in the region where it can market petroleum and lubricant products. With ever-increasing competition in the market today, availability of product is a major challenge for all Oil Marketing Companies (OMCs). BYCO has a distinctive advantage through its Refinery, to meet the product requirement in the south of the Country. To assist in the delivery of product to the consumers at their doorstep, to cater to the fast growing requirements of the business in other parts of the Country, arrangements are in place to acquire products through other sources, like the White Oil Pipeline, as well as purchases from other refineries and oil marketing companies.
  6. 6. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 6 1.2 Vision to be a leading energy company through delivering the core business, achieve sustainable productivity and profitability to deliver a superior shareholder return. 2. HeadCount and Departments/ business Units 2.1. Number of Employees in HR Department  There are 9 employees in HR department  800 employees over all  700 labors 2.2. Is there segregation of work functions or all working as generalist? Yes there is a segregation of work functions, following are there duties.  AM payroll and compensation  AM performance management  AM Recruitment  AM Trainings 2.3. Hr Organ gram 1. Head Hr ( Iqbal Haris) 2. Managers 3. Assistant managers 4. Senior officers 5. Officers 6. Junior officers
  7. 7. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 7 3. The Role of HR Business partner 3.1. How do you segregate HR,s operational and strategic roles ? 1. Strategic roles  Advisory  Policy Making  Forecasting 2. operational duties  recruitment  compensation and salary  Appraisal  training 3.2. Does BYCO has HR business partner? Yes BYCO has HR business partner 3.3. What are his duties? The task of HR business partner is to understand the work of all the department and developing an employee to provide his best performance. According to senior manager HR of BYCO the function of HR is to “OWN” his decisions that is he is accountable for employees he is hiring for company.
  8. 8. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 8 4. OrganizationChart 4.1. Organization Chart Board of Directors CHAIRMAN Mr. HANIFIMTIAZ HAN Hanfi Vice Chairman Mr M. Raza hasnani CEO Mr DereckAllen Director Miss DianaBrush Director Mr Ovaismansoor,RichardLegrand Director Mr Marc Angst,javedAKbar President General manager Managers (senior,Junior) Oficers(Senior,Junior
  9. 9. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 9 3. Executives Derek Alan Lawler Chief Executive Officer Iqbal Haris Head Administration & Human Resource Wajahat Athar Jafri Head Commercial Rana Zaheer Head Technical Asad Azhar Siddiqui Chief Financial Officer 4. Legal counsel Shahana Ahmed Ali (Group head legal) 5. Internal Audit Naveed Aslam Hashmi (Head internal Audit) 6. Auditors KPMG Taseer Hadi and Co. (Chartered accountants) 4.2. Organization Division 1. Commercial department (procurement and Insurance) 2. Admin and HR department 3. IT 4. Finance department 5. Technical department Technical department controls the refineries at HUB Baluchistan. There are two refineries in Hub Baluchistan which as approximately 700 employees with labors. The major function of HR here is employee relation and become a bridge between technical and other departments. For example if technical department required machinery then they will submit an Application which will be accepted by Head office. Head office commercial department control all the procurement of company whether it is of Head office or refineries. The technical department is consist of 1. Maintenance 2. Oil movement 3. Operations 4. Material Management 5. IT
  10. 10. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 10 4.3. Challenges which BYCO faces while developing new departments  Workforce  IT  Resources  Budgeting
  11. 11. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 11 5. Industrial relationand Union 5.1. Do you have a registered workers Union at your factory? BYCO doesn’t has a registered union at factory 5.2. How do you take care of industrial relation issues?  BYCO uses Unitarism approach to deal with his Industrial relation issues. In which the organization is perceived as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff all share a common purpose, emphasizing mutual cooperation. Furthermore, unitarism has a paternalistic approach where it demands loyalty of all employees, being predominantly managerial in its emphasis and application.  Consequently, trade unions are deemed as unnecessary since the loyalty between employees and organizations are considered mutually exclusive, where there can't be two sides of industry. Conflict is perceived destructive and result as poor management.  Any employee in BYCO has a right to present his problem to the management, They call it the open communication system
  12. 12. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 12 6. Recruitment and Selection 6.1. How do you manage your head-count planning and forecasting? 1. BYCO does Head-count planning and forecasting for one year. There fiscal year starts from July and end in June. BYCO sends “Man Power Budgeting form” three months before July to different departments, Man Power Budgeting form has queries regarding to the Man Power required and Current man power. Each department has to fill the form, Forms are collected and compared to predict the head count for following year. 6.2. Recruitment Process 1. CV’s of candidates are collected from different mediums 2. CV’s are shortlisted on the basis of the qualification, Job experience, and Requirement of department 3. CV’s are send to the department to have a look on it which is then send back to HR department after affirmation to schedule time of interview 4. Shortlisted candidates have to appear in the Academics and IQ test. Successful candidates approaches to next level 5. Screening Interview is conducted by both HR and Line manager to shortlist. 6. After Interview employees are offered Job and terms of Job. 7. Probation period in normal scenarios is three months whereas it could vary to six months depends on designation 6.3. Recruitment Channels 1. Head Hunters 2. Referrals 3. Social Media (LinkedIn) 4. BYCO spent trifle budget on news papers advertisement. Because BYCO do not do bulk hiring with the exception of technical department 5. BYCO has its own career portal 6. Emails 7. BYCO selects internees form Universities from Job fairs and there career portal
  13. 13. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 13 7. SeparationProcess 7.1. What is your Job Exit procedure? 1. An employee must give resignation before 1 month notice period, In some cases notice period is 3 months which varies from designation to designation 2. Employee has to approve his resignation form from his immediate supervisor who then sends his request to HR department 3. HR department further sends his request to Payroll department 4. HR department issues a clearance form which the employee has to fill from whole organization, This is to check that whether he has any damages claim over him or not 5. After submission of clearance form, exit interview is conducted by HR department. In which questions regarding to resignation are asked 6. Employee’s funds are deducted if he resigns before Notice period 7. Company only wave off Notice period penalties if case of employee resignation is severe 8. Termination is done only on disciplinary actions, Employees are asked for forced resignation by choosing resignation and getting certificate 9. No severance pay are offered to employee on termination 7.2. What do you observe; people mostly refer as reasons of Job Switching from your firm? Mostly employees resign to get better career opportunities in regions like Dubai and Middle East in companies like ADNOCK, GASCO etc
  14. 14. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 14 8. Performance Management 8.1. What is the frequency of appraisal process and how do employees and line managers engage themselves in setting objectives and achievements of the same? Appraisal are taken twice in BYCO 1. Half yearly appraisal that is Midyear which closes in December 2. Annual appraisal that is from JUNE to JULY whose results are posted on August 3. Objectives are set in the beginning of the year, Objectives are handed over to each employee, Objectives are of 100 marks which is further divided in to 40, 30, 20 and 10 marks based on the designation. Most marking are given to competency of an employee 4. Immediate manager and head appraises the employee 8.2. Tools for Appraisal 1. Online Appraisal system 2. Bell curve Bell curve system is forced ranking system in which employees are ranked as higher, medium and lower. Employees are appraised on the basis of performance. And employee those who ranked High are rewarded.
  15. 15. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 15 9. Training and Development 9.1. What criteria do you follow for training your staff and at which head the maximum training budget is spent? 1. BYCO conducts training need analysis by TNA forms which is given to employees with Appraisal form 2. TNA forms have the queries regarding training requires for employees. 3. After collecting data from TNA forms the data is feed in to TNA data base 4. Each employee is then given training, following are the tools which BYCO uses to train their employees  BYCO has In House centre known as core skills and support development centre, the program was initiate 8 months ago and it is situated at the back of Marriot Hotel Karachi  Public programs arranged by different training firms  On the Job training e.g. in the conference room 5. Maximum training Budget is spent on Public programs and International training
  16. 16. May 4, 2015 [BYCO HR REPORT] BYCO HR REPORT | 16 10. Successionandcareer planning 1. Succession and career planning form is sent with the appraisal form to the key personnel of the company i.e. AM’s and above 2. The form identifies the successor of key personnel, The employees has to mention name of person which could be there successor 3. Training requirements of successors are also required from employees filling the succession form

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