COMPANY’S PROFILE: BYCO Petroleum Pakistan Limited (BYCO) formerly known as Bosicor Pakistan Limited, is established in June 14, 2003 BYCO is Pakistan’s emerging energy companies engaged in the businesses of petroleum marketing, chemicals manufacturing, petroleum logistics and of course oil refining and production of petroleum products. The company refines crude oil into various saleable components such as, high speed diesel, liquefied petroleum gas (LPG), motor spirits, high octane blending components, kerosene, jet fuels, furnace oil and naphtha. Company through its refinery at Mouza Kund site; possess a design capacity of 35,000 barrels per day. Company’s first retail outlet was established in July 2007. Now it’s operates more than 213 retail outlets and sells its products in the United Arab Emirates, Taiwan, Oman, India, and Afghanistan. The company is headquartered in Karachi, Pakistan. And they are serving their mission to fulfill the energy demand within and beyond borders.

1. bYCO Petroleum Pakistan Limited
“Human Resource Management”
Respondent’s Name: Muhammad Raheel (Recruitment Officer)
Department : Human Resource Department
ALPHA
α
Shakir Ullah (0159)
Massror Abbasi ()

2. INTRODUCTION
Formerly known as Bosicor Pakistan
Limited
Established in June 14, 2003

3. HUMAN RESOURCE
DEPARTMENT’S ROLE IN BYCO
Strategic partner.
Provide services.
Responsible for human resource (man power).
Maintain database of employees.
ROLE OF HR IN BYCO

4. FUNCTIONS OF HR IN BYCO
Recruitment and selection.
Compensation and benefits.
Industrial relations.
Time management.
Performance management
& Training & Development.

5. CURRENT CHALENGES OF HR
Extending capacity from 30,000 barrels to
115,000 barrels.
Search for organization fitted employee not job
fitted.
Recruit more than 300 employees.
Time period 2 to 3 months.

6. HUMAN RESOURCE PLANNING
AGGREGATE PLANNING.
SUCCESSION PLANNING.

7. AGGREGATE PLANNING
STEP1
• ENVIRONMENTAL SCANNING
STEP 2 • FORCASTING THE DEMAND FOR EMPLOYEE
STEP 3
• FORCASTING SUPPLY
STEP 4
• MEETING OF DEMAND AND SUPPLY
STEP 5
• EXECUTION OF PLAN
STEP 6
• CONTROL AND EVALUATION

8. SUCCESSION PLANNING
Successors are identified and train so that they
fill the senior position.
Serves two purposes:
Transition when employee leaves.
Identifies developmental needs of high potential
employees
Normally BYCO promotes the juniors to seniors,
and recruits for junior position rather than for
senior position.

9. RECRUITMENT
•Personnel requisition
•Realize that need exist or not
•Internal and external sources
•For internal
• Identify a potential
employee for rotation
•For external
• Use the suitable sources
• Creates a pool of CVS
• Short listed
SELECTION

10. SOURCES OF RECRUITMENT
Internal sources
Rotation
Promotion
External sources
Job ads
Head hunters
Job portals
Placements office of universities
Word of mouth or networking
Company’s own website

11. MOST EFFECTIVE SOURCE
Depends upon the situation
Normally employee’s reference.
For senior position, any source to get the best

12. TESTS AND INTERVIEWS
Initial test comprise of MATHS, ENGLISH, IQ
questions.
Number of interviews depends upon position.
For Senior Positions:
Avoid proper tests on initial levels,
Test consists of Scenario based questions,
Test for STRESS MANAGEMENT.

13. QUALILITES SEEK BY BYCO BEFOR HIRING
Targets Graduates who exemplify BYCO’s
values,
Effective communications skills,
Problem solving,
Analytical,
Time management,
Fit for organization.

14. TRAINING & DEVELOPMENT
MICRO NEEDS
New hiring.
Person is rotated or
promoted.
For special task.
Identified as high
potentials.
Other needs for small
group.
MACRO NEEDS
Technological change.
Whole department has
to give training.
Plant extension, so
training need for that

15. T&D OPPORTUNITIES
Opportunities for employees to develop
themselves.
To complete education.
Offer other programs if the employees are
interested

16. TRAINING PROGRAMS
BYCO send their employees outside Pakistan.
In current situation.
Engineers were sent abroad for training.
Right from installation of plant to its operations.
2 year Management Trainee Program

17. T
&
D
C
Y
C
L
E
ANALYZE TRAINING AND DEVELOPMENT
IDENTIFY TRAINING PLANS
PREPARING TRAINING CALENDER
LECTURES AND COURSE IDENTIFICATIONS
LOOK FOR INTERNAL SOURCE
LOOK FOR EXTERNAL SOURCE
CONDUCT TRAINING SESSIONS
WAS TRAINING EFFECTIVE AND HELPFUL
YES
RESULT
NO

18. ORIENTATION
MAIN OBJECTIVE
Gain employee
commitment
Reduce their anxiety
Understanding
organization’s
expectations
THINGS COVERED
Company’s overview
Mission, vision and
values
Departments overview
Policies, rules and
regulations

19. PERFORMANCE EVALUTION
Against KPIs, Standards, predefined
Benchmarks.
Evaluations are kept confidential.
Comparison with the past records.
If performance found worst,
Internal factors.
External factors.

20. MAINTAINING EQUITY
Basic reason is to retain its existing employees
They have to make there employees motivated
Motivation affects performance
If dis-satisfied, they may switch the job

21. SALARY BANDS
Bands help them in making salary of new
employees.
Salary bands are kept confidential.
If not,
then new employees may oversell themselves,
Insecurity among old employees

22. MAKING SALARY FOR NEW HIRING
First they look at salary bands.
If hiring fresh candidates
They make salary by considering past achievements
in education, internships, projects.
If hiring experienced, age, experience, current salary.
They have to maintain equity as well

23. PERKS AND BENEFITS
Medical allowance
Bonuses
Leave Fare Assistance (LFA)
Provident Fund
Other allowances
Fuel allowance
Mobile allowance
Travelling allowance
They also give loans.

24. JOB DESCRIPTION FORMAT
Job Title
Position
Duties and Responsibilities
Department (To whom to report)
Main purpose of job
Working conditions
Communications and working relationships
Decision making
Key competencies
Skill and education requirement
Approval

25. CONCLUSION