SNGPL is the largest gas company in Pakistan serving over 3.4 million customers. The document discusses SNGPL's human resource management practices. It summarizes SNGPL's corporate strategy of expanding gas distribution, strategic objectives of improving service quality and economic prosperity. It then discusses human resources at the strategic level involving growth strategies and at the functional level involving recruitment, selection, job analysis, design, training and development. SNGPL uses a variety of practices like job rotation, enrichment and sharing to develop employees according to changing needs.

1. FINAL PROJECT

2. SUI NOTHERN GAS
PIPENLINES LIMITED
TOPIC
HUMAN RESOURCE
MANAGEMENT
PRACTICES

3. Presented to : Prof.Erum Batool
Presented by : Rabiya Saleem
Hira Nafees
Iqra Fayyaz
Arslan Ashraf
Fahad
Usman Butt

4. Table of Contents
S.NO TOPICS SLIDE NO.
1 Introduction of the company
2 Corporate Strategy
3 Strategic Objectives
4 Human Resource at Strategic Level
5 Human Resource Committee
6 Human Resource at Functional level
7 Patterns of Job Analysis

5. 8 Job Design
9 Recruitment
10 Selection
11 Employee Retention
12 Orientation
13 Training And Development
14 Performance Appraisal
15 Feed Back System

6. 16 Compensation System
17 Promotions
18 Employee Motivation
19 Conclusion

7. Introduction
Sui Northern Gas Pipelines Limited (SNGPL) is the largest
integrated gas company serving more than 3.4 million
consumers in North Central Pakistan through an extensive
network in Punjab and NWFP. The Company has over 46
years of experience in operation and maintenance of high-
pressure gas transmission and distribution systems. It has
also expanded its activities to undertake the planning,
designing and construction of pipelines, both for itself and
other organizations. SNGPL operates in a region of the
nation that has a rapidly growing demand for natural gas
and power generation due to significant industrial
development.

8. Corporate Strategy
Increase and expand gas
distribution networking
throughout the country by
increasing profitability and
customer satisfaction.

9. SNGPL’S Strategic Objectives
SNGPL is committed for:
 Improve the quality of service to the customers satisfaction by
implementing OGRA performance and service standards.
 Play its role in the Country’s economic prosperity by industrial
outreach through gas supply to reduce dependability on imported
liquid fuels and to save foreign exchange.
 Endeavour to bring down Unaccounted for Gas (UFG) losses to
internationally acceptable levels.
 Create awareness and enforce adherence to Health, Safety &
Environment (HSE) policies and standards.

10.  Emphasize Human Resource Development (HRD) for quality
work and customer satisfaction.
 Maximize the sale of available gas from indigenous sources
by entering into new areas through development
and expansion of the requisite infrastructure.
 Introduce policies and practices leading the company from a
monopoly situation into a competitive market, thus
facilitating the impending privatization.
 Improve financial discipline through prudent investment
and borrowing.
 Improve internal controls and risk management to achieve
maximum operational efficiency of the system.

11. Human Resource at Strategic Level
SNGPL’S Human Resource Strategy
It is very clearly evident from the corporate strategy and
company’s strategic objectives that company is right now in
growth mode. Company is expanding its operations
throughout the country. So for meeting its goals and
objectives company is using :
Growth prospector high tech entrepreneurial strategy
Company is currently engaged in different projects and HR
Dept is involved in every activity. Company demand
different people for different activities.

12. Human Resource Committee
The Human Resource Committee comprises six non-
executive directors and the chief executive.
Responsibilities
The committee will be responsible for making
recommendations to the board for maintaining :
A sound plan of organization for company
An effective employee’s development programme
Sound compensation, benefits and plans, policies and
practices, designed to attract and retain the caliber of
personnel needed to manage the business effectively.

13. Human Resource at functional
Level
Sui Gas Company Limited is engaged in the transmission and
distribution of natural gas in Pakistan. It is also engaged in
the construction of high pressure transmission and low
pressure distribution systems. The Company is involved in
certain activities related to the gas business, including the
purchase and sale of gas meters, and construction contracts
for lying of pipelines. The company is in growth mode and
they are expanding their business day by day by starting new
projects, for starting new projects they required new
employees who can work on their projects that are why their
demand is high as compare to the supply

14. Patterns of Job Analysis
They are in growth mode and expanding their
business, so Job analysis is done when they have to
start new projects; they collect data about the
jobs performed in an organization by performance
management system, they prepare job
descriptions according to the new project and
measure the key performance of the employees.
And find out where they need new employees.

15. Data collection method:
Company is using following methods:
Interview
Observation
Interview
Employees about a particular job are interviewed
about the specific work activities that the job
comprises. This interview is done by the supervisors
and chief in charges at subordinate level. While
executive level and officer level employees are
interviewed by chiefs and head of the department
sometimes depending upon the nature of the job.

16. Observation
This method is adopted at blue collar like for welders,
meter readers, pipe fitters etc. This observation of
work is done by immediate supervisors to evaluate the
working capacity and technique of the worker.
Report formation
Once the Job analysis information collected , it is
important to place it into a form that will be useful to
managers and HR Department, for this purpose
company uses HRM’s Oracle to convert the data into
useful information.

17. Review and Updating
Managers and personnel specialists need to review
job description and specification frequently. This
review is done with an eye on the corporate
strategy so company updates its job description
and specifications on annual basis.

18. Job Design
In SNGPL two basic approaches are used for designing
the jobs of the employees :
 Job Rotation
 Job Enrichment
Job Rotation
As the term suggests , job rotation is concerned with the
action of enabling employees to switch job roles or
functions for the period of time. The overall goal is to
develop the individuals so that they have increased their
skills , knowledge and experience by the end of the
process .SNGPL is using this approach from past 10 years.

19. Job Enrichment
Job enrichment includes a number of different
workplace practices, such as quality circles, self
directed teams, job rotation, information sharing and
others. One possible motivation for adopting such
practices is to challenge and motivate workers, and to
encourage them to participate in improving
productivity , safety and the quality of their product.
Job Sharing
In this technique people belonging to same job caliber
can easily divide the work load. In SNGPL mostly this
technique is used in departments like procurement,
metering and monitoring.

20. Recruitment
In SNGPL following methods are used for executive,
subordinate and labor class jobs:
Recruiting method
Company is using both internal and external method
for recruitment. They go for the direct
advertisement for the executive level jobs and for
this purpose they give advertisement on their website
as well as in both Urdu and English newspaper.
At subordinate level most of the hiring done from
within the company. Like blood relations are given
the jobs of their deceased ones and retired ones and
also of employees who are in service.

21. Applying process
Applicants for the Job have to apply online
through company website where all required
data is being collected for the advertised
post.

22. Selection Process
SNGPL uses following selection methodology:
Selection Criteria
Short Listing
Selection process of the company is, first of all
receive the online application then they need to
analyze the academic career of the applicant, they
check that either it is up to the merit list or not
then they short listed they applications who have
first division throughout in their academic career.

23. Test
Then they take computer based test from the short
listing applicants . The test is based on
 Post related questions
 General knowledge
 Quantitative questions
Also while selecting the candidate company also asses
the required technical as well soft skills in the
prospective employee:
 Soft Skills
 Technical Skills

24. As company is categorized as engineering company
so the weight age among these two skills is:
 40% Soft skills
 60% Technical skills
And at the end which applicants qualified for the
next level they are called for final interview.
Interview process
Panel interview based on 3-4 people are conducted
for the selected applicants. This panel is comprised
of GM of the relevant Dept and cheifs of that Dept
and other top heads.