To be a leading power generation company, driven to exceed our shareholders'
expectations and meet our customer’s requirem...
• Build by WAPDA in 1985
• Privatized in 1996
• Principle Activities:
> Ownership
>Operation
>Maintenance
• 1600 MW Combin...
History
•
•
•

First industrial Privatization under agreement between Govt. of Pakistan, NP
of UK and WAPDA.
PPA with WAPD...
Board of Directors

Mr. Aftab
Mahmood Butt
Chief Executive
Officer

Mr.
Shakeel Durani
Chairman

Mr. Malcolm
Peter Clampin...
Organizational Structure
Power Plant Technology

•
•
•
•
•

Largest IPP with capacity of 1600 MW,
10 Multi fuel (Natural Gas, Low Sulphur Furnace O...
EHS
IMS
•

Certificate awarded in July 2004;
ISO 19001-2000 QMS
ISO 14001-1996 Environment Mgt.
ISO 18001-1999 OHSAS

QMS
...
EHS
OHSAS
• Enable to control OH&S Risk and to Improve,
• Planned on the basis of OH&S Hazards & Risk
Assessment,
• Perfor...
Human Resource Management
in KAPCO
Introduction
➲ Life-long career opportunity for qualified, competent and hardworking
pr...
HR Team

SYed Azfar Baig
GM HR&CS
Ch. Nazeer Ahmad
HR Manager

Hamid hassan
Ass. Manager HR

Muhamad Nawaz
Ass. Manager HR...
Strategic Human Resource
Management
Needs
SHRM is needed in the Organization for following aspects;
• Employment,
• Staffi...
Strategic Human Resource
Management
Developing SHRM
•
•
•
•
•
•
•

Understand Business Strategy,
Develop Mission Statement...
Strategy Formulation at KAPCO
•
•
•
•
•
•
•

Strategies are developed to run Org. Efficiently & Effectively,
In KAPCO stra...
Contd.

Strategy Formulation

Mission Statement
“We provide quality HR services to attract, develop, motivate and retain a...
Contd.

Strategy Formulation
SWOT Analysis (SLOT)
Identifies Internal and External Factors (Favorable or Unfavorable).
1.
...
Contd.

Strategy Formulation
SWOT Analysis (SLOT)

1.
•
•

Opportunity
Expansion programs are free of taxes,
It’s Importan...
Contd.

Strategy Formulation
Strategy Choice
• Training
• OD Strategy
• Use of Job Analysis
•
Contd.

Strategy Formulation
HR Needs
•

•

People
Type of Person Needed,
Personalities and Work Style
Program
Selection,
...
Strategy Implementation
HR Practices
•
•
•
•

Operations,
Organization Development,
Corporate Services,
Security

• Operat...
Contd…..

Strategy Implementation
Recruitment & Selection
•

Recruitment involves; seeking and attracting a pole of people...
Contd.

Strategy Implementation
Selection Procedure






Test
Presentation
Group Discussion
Interview
Post Interview...
Contd.

Strategy Implementation
Orientation
Orientation is the introduction on New Employee to the organization with follo...
Contd.

Strategy Implementation
Medical Facilities, Leave & Allowance
 Record of dependent of employees,
 Allowance are ...
Organization Development

•
•

This Section is formed in 2006 performs following functions;
Training of Officers
Performan...
Contd.

Organization Development
Performance Appraisal
Refers to evaluation and communication to an employee that how he/s...
Corporate Services
•
•

Section consists of four employees, who are responsible for answer to GM
HR&CS
Facilities Provided...
HRM Capabilities
It covers Following Points
 Enhancement of Skills
−
−
−
−
−

Integrated Management System (IMS)
Quality ...
HRM Action





Departments
No of Employees
Survey for the Pay Rates
Basic for Pay Structure
Qualification
Experience
...
HRM ACTION CONT….















Medical treatment
Payments during leaves
Overtime premium
Compensation of f...
STRATEGY EVALUATION
• Identifying the problems
• Measuring actual performance with standards
• Taking corrective actions
Strategy Evaluation is done in following steps
 Identifying the Problem

 Measuring Actual Performance with Standards

...
Annual Objectives of KAPCO
This Project is Complete to Achieve Following Goals:
>To Reduce Load Shedding
>To firm up Hydre...
ANALYSIS AND
RECOMMENDATION
 DIFFERENCES
IN
THEORY
APPLICATION OF STRATEGIES

AND

PRACTICAL

>Management Style is differ...
Recommendations
 Transport Facility
 Award and Prizes for Regular Employees
 OD Section Responsible for Training
 Quot...
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Hr presentatioiondf

  1. 1. To be a leading power generation company, driven to exceed our shareholders' expectations and meet our customer’s requirements. To be a responsible corporate citizen To maximize shareholders' return To provide reliable and economical power for our customer To excel in all aspects relating to safety, quality and environment To create a work environment which fosters pride, job satisfaction and equal opportunity for career growth for the employees
  2. 2. • Build by WAPDA in 1985 • Privatized in 1996 • Principle Activities: > Ownership >Operation >Maintenance • 1600 MW Combined Cycle Power Plant • Situated: District Muzaffargarh 100 KM north east of Multan
  3. 3. History • • • First industrial Privatization under agreement between Govt. of Pakistan, NP of UK and WAPDA. PPA with WAPDA, Solid background of profit and efficiency catering to the 7% energy requirement of country,
  4. 4. Board of Directors Mr. Aftab Mahmood Butt Chief Executive Officer Mr. Shakeel Durani Chairman Mr. Malcolm Peter Clampin Director Mr. Anwar Ul Haq Director Mr. Daniel Hector Pellegrini Director Mr. Muhammad Naeem Akhtar Director Mr. Muhammad Zia Ur Rehman Director
  5. 5. Organizational Structure
  6. 6. Power Plant Technology • • • • • Largest IPP with capacity of 1600 MW, 10 Multi fuel (Natural Gas, Low Sulphur Furnace Oil & HSD) and 5 gas turbines, installed in 5 phases b/w 1985-1996, Only major Plant in Pakistan with the ability to self start in case of country wide blackout, It has Combined Cycle Technology; enables to use waste heat to produce steam in HRS Generator, result in fuel cost efficiency and minimum wastage.
  7. 7. EHS IMS • Certificate awarded in July 2004; ISO 19001-2000 QMS ISO 14001-1996 Environment Mgt. ISO 18001-1999 OHSAS QMS This System serves a tool for Internal Quality Assurance & External Quality Assurance. EMS Provide systematic Approach with National Environment Quality (NEQ) for improvement in Environmental Performance.
  8. 8. EHS OHSAS • Enable to control OH&S Risk and to Improve, • Planned on the basis of OH&S Hazards & Risk Assessment, • Performance is Monitored, Measured and Recorded & Actions are Planned,
  9. 9. Human Resource Management in KAPCO Introduction ➲ Life-long career opportunity for qualified, competent and hardworking professionals. ➲ Approximately 588 employees, they are well trained. Facilities Provided ➲ ➲ ➲ ➲ ➲ ➲ Housing Facilities for employees and their families, Ten bed hospital, Two Shopping Centers, Bachelor's Hostel, Guest House, Secondary School for Boys and Girls, ➲ Residential facilities are essential for employees ➲ EEO and uses merit bases to hire new employees (RP for RJ)
  10. 10. HR Team SYed Azfar Baig GM HR&CS Ch. Nazeer Ahmad HR Manager Hamid hassan Ass. Manager HR Muhamad Nawaz Ass. Manager HR Adil Riaz Muhammad Idrees Ass. Manager HR Benefit Specialist
  11. 11. Strategic Human Resource Management Needs SHRM is needed in the Organization for following aspects; • Employment, • Staffing, • Record Keeping, • Benefits, • Compensation, • Safety Functions SHRM has following Functions; • Employment and Rewards, • Data Record and Maintenance, • Miscellaneous Benefits.
  12. 12. Strategic Human Resource Management Developing SHRM • • • • • • • Understand Business Strategy, Develop Mission Statement, Conduct SWOT(SLOT) Analysis, Conduct a Detailed HR Analysis (COPS Analysis), Determine Critical People Issue, Develop Consequence and Solution, Implementation and Evaluation of Action Plans.
  13. 13. Strategy Formulation at KAPCO • • • • • • • Strategies are developed to run Org. Efficiently & Effectively, In KAPCO strategies are developed by mutual consent of WAPDA and NP of UK, Reason: WAPDA has 65% of Shares and NP of UK has 20% shares and remaining 15% are of General Public. For Planning and developing 4 Directors appointed by WAPDA, 2 by NP and one is CEO selected by Voting, By the mutual consent of BOD’s and CEO Strategies are made and forwarded to Top Management of WAPDA and NP, If approved then forwarded to Middle Level for Formulation, For formulation of Strategies Following points are analyzed. 1.Mission FORMULATION 2.Goal GOAL SWOT A MISSION 3.SWOT/SLOT Analysis 4.Strategy Choice STRAT COICE
  14. 14. Contd. Strategy Formulation Mission Statement “We provide quality HR services to attract, develop, motivate and retain a diverse workforce within a supportive work environment. We do this with an emphasis on customer service based on consultation and communication with the campus community”. Goals & Objectives It has following points: • Develop Professional Competencies, • Enhancement of Performance, • Develop and Deliver Training Program, • Affirmative Action Plans
  15. 15. Contd. Strategy Formulation SWOT Analysis (SLOT) Identifies Internal and External Factors (Favorable or Unfavorable). 1. • • • • • • Strength Hard-working, trained and co-operative staff, Best packages due to low Turnover Ratio, Computerized System, Complete Safety and Security, Biggest Store, Easy Access to Top Management. 1. • • • Weakness/Limitation Bound to give supply according to WAPDA, No Expansion made during Last 16 Year, Changed some point of PPA by new Govt.
  16. 16. Contd. Strategy Formulation SWOT Analysis (SLOT) 1. • • Opportunity Expansion programs are free of taxes, It’s Importance is increased as there is problem of electricity. 1. • • Threats Totally depending on WAPDA for payments, Security Conditions are important in case of Import of Machinery and spare parts.
  17. 17. Contd. Strategy Formulation Strategy Choice • Training • OD Strategy • Use of Job Analysis •
  18. 18. Contd. Strategy Formulation HR Needs • • People Type of Person Needed, Personalities and Work Style Program Selection, Hiring, Training & Development Rewards Culture Leadership and Management Style, Beliefs and Values Structure • Development • •
  19. 19. Strategy Implementation HR Practices • • • • Operations, Organization Development, Corporate Services, Security • Operations HR operation is performing following functions: a. Recruitment & Selection b. Orientation & Training c. Promotion & Benefits d. Apprentices & Internships e. Updating Personal Information f. Maintain record of leave, loan, EPF etc. g. Dealing with Trade Unions
  20. 20. Contd….. Strategy Implementation Recruitment & Selection • Recruitment involves; seeking and attracting a pole of people from which qualified candidates for job vacancies can be choose. • All activities purely on merit. Recruitment & Selection process of KAPCO is as follows:• New Recruitment Regular Employees, Apprentices, Graduate Trainee Engg, Wages Employees • Requisition of new Employees • Advertisement Clear name of position, Grade, Job Description, Qualification, Age Limit, Experience, Last date of Submission of Application
  21. 21. Contd. Strategy Implementation Selection Procedure      Test Presentation Group Discussion Interview Post Interview Process Field Appearance/Personality Technical/Professional Knowledge Experience Potential Maturity Alertness Total Marks 20 20 20 20 15 5 Marks Obtained Comments (if any)
  22. 22. Contd. Strategy Implementation Orientation Orientation is the introduction on New Employee to the organization with following points;  Organization Structure,  Policies and Rules Applicable in the Company,  Attendance and Leave Procedure,  General Discussion about the company, Time of Orientation is not more than 2 hrs. E.P.F  Contribution up to 10% of salary by employees  Interest is charged on loan  Also a option of permanent withdrawal once in service. Company Loan  Purchase of house,  Purchase of plot of land  Purchase of conveyance  Marriage of self and Children 50% of Provident fund is remained as security
  23. 23. Contd. Strategy Implementation Medical Facilities, Leave & Allowance  Record of dependent of employees,  Allowance are calculated on Basic Salary. Training  HR Operation is Responsible for training and career building of staff.     Pension Paid at the time of Retirement, Totally Employees’ Contribution without any deduction, Ability to get this facility is 25 years of service, In case of death amount is paid to deceased's family, but, must have 10 year of service.
  24. 24. Organization Development • • This Section is formed in 2006 performs following functions; Training of Officers Performance Appraisal of Officers Training of officers It has two types 1. In-House Training It is for Operations, Maintenance and safety It is for the purpose of Safety 2. External Training Employees are sent to different institutions Engineers are set to LUMS for Management Training Evaluation of Training Done through test, discussion and Exams during or at end of the training.
  25. 25. Contd. Organization Development Performance Appraisal Refers to evaluation and communication to an employee that how he/she performing the job and establishes the plan for the improvement. • • • • • • Application at KAPCO MBO is used for performance appraisal, Limited to the Officers, In future, plan for such type of system for staff, Targets are set and performance is measured on quarterly basis, On annual basis employees are awarded by cash bonuses, These are:15% of annual basic pay, who meet Expectancy 30% of annual basic pay, who works more then Expectancy 35% of annual basic pay, who works exceptional
  26. 26. Corporate Services • • Section consists of four employees, who are responsible for answer to GM HR&CS Facilities Provided are: Hospitality Service Transportation Service Traveling and Hotel Management Social Action Programs Fair Price Shop Functions and Celebrations
  27. 27. HRM Capabilities It covers Following Points  Enhancement of Skills − − − − − Integrated Management System (IMS) Quality Management System Environment Management System Occupational Health and Safety Management System Pp tech • HRM Abilities  Strategic Human Resource Management Training  Organization Development Strategy  The Use of Job Analysis as an HRM Tool
  28. 28. HRM Action     Departments No of Employees Survey for the Pay Rates Basic for Pay Structure Qualification Experience Technical Skills  Job Evaluation Concept  Basic Salaries  Union Wages rates Income security Time of with Pay Cost of living adjustment Health care      Payment policy Increment Allowances policy Compensation to the trainees Accident compensation
  29. 29. HRM ACTION CONT….               Medical treatment Payments during leaves Overtime premium Compensation of foreign qualified Additional technical qualification salary Pension policy Post retirement benefit Basis of pays Chief executive compensation Manager’s compensation Professional compensation Female workers Pay policy Relationship between productivity and salaries
  30. 30. STRATEGY EVALUATION • Identifying the problems • Measuring actual performance with standards • Taking corrective actions
  31. 31. Strategy Evaluation is done in following steps  Identifying the Problem  Measuring Actual Performance with Standards  Taking Corrective Actions
  32. 32. Annual Objectives of KAPCO This Project is Complete to Achieve Following Goals: >To Reduce Load Shedding >To firm up Hydrel Power Generation >To facilitate operation and maintenance >To cover emergencies and power shortages with quick generation of power supply     Policies Power Purchased Agreement Gas and Oil Supply Agreement Resource allocations
  33. 33. ANALYSIS AND RECOMMENDATION  DIFFERENCES IN THEORY APPLICATION OF STRATEGIES AND PRACTICAL >Management Style is different as studied, >Decision Making done by Top Level as well as Departmental Managers, >Consultation with Employees, >Contracts made by Procurement Department, >25 Year Joint Venture with WAPDA, >Policies made by WAPDA, >No Marketing Department,
  34. 34. Recommendations  Transport Facility  Award and Prizes for Regular Employees  OD Section Responsible for Training  Quota for Employee Children during apprenticeship  Proper Career counseling  Job Rotation for different Section

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