project report on human resource of nepra

1. HUMAN RESOURCE PROJECT ON NEPRA
MARIYA 0103
HIRA 0094
SECTION M-6

3. NEPRA has been created to introduce transparent and judicious
economic regulation, based on sound commercial principals, to the
electric power sector of Pakistan.
NEPRA reflects the country's resolve to enter the new era as a nation
committed to free enterprise and to meet its social objectives with the
aim of improving the quality of life for its people and to offer them
opportunities for growth and development

4. NEPRA belief that
“THEIR PEOPLE ARE THEIR GREATEST
ASSETS.”
 Acknowledge the contribution each one of them makes.
 Focus on People Development.
 Staff people with world class Professionals.
 Ensure that the right systems are in place to encourage.
 Create a collaborative and mutually supportive work environment.
 Develop Performance Management and reward systems.
HR INTRODUCTION

5. HR OBJECTIVES:
 To look out for the well being of all employees
 Provide leadership and direction to employees
 Career Development planning for all employees
 Ensure thorough training of nationwide employees.
 To provide individual employees with orientation on the
company at the time of joining.
 To provide employees with solutions to their problems.
 Maintaining data records of all employees of NEPRA (Human
Resources information System).
 To evaluate and retain those employees who are assets to
the company.

6. Development of interactive web-site aligned with
all HR sub-functions to facilitate communication
between employee and organization through
dialogue boxes and speedy availability of
information.
Enhancing overall perception of HR, as with the
help of HRIS the function of HR is changing
direction and heading towards Relationship
Building, in this all the links are being recreated
and employees are given much more weight as
compared to past.
HRIS

7. HR PLANNING:
 To determine what HRM requirements exist
for current & future supplies & demands of
workers.
 Right numbers kind of people at right place.
 Performance evaluation
 Promotions
 Regular training and development programs.

8. HR FUNCTIONS
OF
1.STRATEGIC HR MANAGEMENT
2.STAFFING
3.RETENTION
4.HR DEVELOPMENT
5.COMPENSATION AND BENEFITS
6.HEALTH SAFETY AND SECURITY

9. 7. EMPLOYEE AND LABOR RELATIONS
8. HUMAN CAPITAL AND HR
9. HR MANAGEMENT CHALLENGES
10. HR MANAGEMENT ROLE
a. Administrative role of HR
b. Operational & Employee advocate
c. Strategic Role
11. HR TECHNOLOGY (Human Resource
Management System)

10. RECRUITMENT:
 INTERNAL
SOURCES
 EXTERNAL
SOURCES

11. In NEPRA,
selection Criteria
is based on
numerous factors
such as:
 education,
 health,
 background
 experience.
SELECTION PROCESS
1.APPLICATION
2.WRITTEN
EXAMS
3.PERFORMANCE
EXAMS
4.SPECIALIZED
TESTING
5.PANEL
INTERVIEW
6. SELACTION
INTERVIEW

12. PANEL INTERVIEW:

13. SELECTION INTERVIEW:
 The Department Head is responsible for setting up Selection Interviews.
 He/she may interview anyone on the eligibility list, since all persons referred to
the department are qualified.
 Head will look for the candidate with the best qualifications for particular
position.
 The candidate selected to fill the vacancy will undergo a medical examination,
drug screen, background investigation, and a probationary period before
attaining permanent employment status.

14. TRAINING &
DEVELOPMENT
NEPRA provides full opportunity to its employee
to develop themselves and also train them
according to the requirements of their job.
The employee is being trained in many ways while
they are on job.
On-the-
job
Training:

15. EXTERNAL TRAINERS:
 A trainer, facilitator and/or subject matter expert are brought into the
organization to provide the training session or an employee are be sent to one
of these learning opportunities during work time.
 These training opportunities are provided in the form of seminars, classroom
training courses and workshops.

16. PERFORMANCE APPRAISAL:
At NEPRA performance appraisal is a systematic and
periodic process that assesses an individual employee's
job performance and productivity in relation to certain pre-
established criteria and organizational objectives

17. COMPENSATION & BENEFITS
At NEPRA the compensation often cater in the form of monthly pay,
incentives, benefits and reward such as gain sharing and productivity
rewards

18. IN NEPRA FOLLOWING COMPENSATION & BENEFITS APPLY:
Promotion:
Promotion is direct shift only to the next level from the current grade, the
employee’s performance is evaluated and if his performance is above average he is
given promotion.

19. INCREMENTS:
NEPRA decides at the end of the financial year, according to its financial
condition, whether increments should be given or not.

20. NEPRA provide free
medical facility to
workers depending
upon the position/rank
of the employee.

21. House loans:
NEPRA give the facility of house loan only to deserving individual.
The loan approval depends upon the post of the employee.

22. 1. They should develop such system in their HR department that no
ethical issues can be raised.
2. The employees should participate in all the activities of the
department.
3. They should choose plan in such a way that when there is a need of
recruitment the proper candidate must be available.
4. The factor of favoritism must be eliminated from the department of
HR.
5. They should hold meetings of the HR employees more frequently for
eliminating any misunderstanding.