2. Introduction
• KESC – one of the oldest companies and largest
employers in Pakistan
• Approx 11, 600 employees
• Founded in 1913, Nationalized in 1952 , Reprivatized in 2005
• 2013 is the year of century
• New management in 2008 by Abraaj
• Listed on Karachi, Lahore, Islamabad Stock
Exchanges
3. Vision & Mission
Vision
To restore and maintain pride in KESC, Karachi
and Pakistan
Mission
Brightening lives by building the capacity to
deliver uninterrupted, safe and affordable
power to Karachiites
10. Objectives
• To attract and create a pool of qualified
candidates.
• To ensure that the recruitment process is in line
with the company goals and objectives.
• To make sure the recruitment process is cost
effective and efficient.
• To select the right candidate, who is suitable for
the job.
• KESC intends to hire workforce who is honest,
motivated and values integrity.
11. Recruitment Methods
• Internal
– With the approval of the departmental head to apply cross
functionally
– At least 2 years of experience in the current position for
the eligibility
• External
– Campus Recruitment drives
– Through website
– Most managerial jobs filled by reference
12. Recruitment Support in e-HR system
• Functional heads assess existing headcount based on new /
existing business requirements, identify and finalize new
headcount requirements in coordination with HR Business
Partners
• Functional heads fill in ‘New Hiring Requisition Form’ in HR
portal. A service call ID will be automatically emailed to the
originator for future tracking
• Upon saving this form, an email will be generated
(exchange server) to concerned Group Head / approving
authority
• Concerned Group Head / approving authority will login to
HR Portal by clicking on email link and after reviewing
descriptions; he / she may approve or reject this request.
13. Interviews
• Unstructured interview
– carried on by the relevant
department
• Screening Interview
– done by the head of the
relevant department
• Panel Interview
– panel comprises of people
from relevant department,
HR and cross functional
team member
15. Challenges
• KESC’s image
• Selecting the right
candidate from the pool
of applicants.
• Political and Managerial
pressures on the
recruitment process.
• External influences like
law and order situations
can affect the recruitment
process.
17. Induction
• Proper induction plan for KESC Employees
• Informal introduction made by the
departmental heads as well
18. Training plans
• Quarterly training plans
• Half day to 2 day long
trainings
• In-house trainings held
at AZM Learning
Institute (ALI) – KESC
training centre
• External trainers invited
as per need
20. Process
• Employees reviewed on KPIs/SMART goals
assigned at the beginning of the year
• Employees are reviewed semi annually
• Good performance may be rewarded in terms
of monetary benefit of up to 23% of current
salary along with job enrichment.
21. Conditions for Appraisal
• Employees who have completed at least six
months with KESC
• Employees, who have gone on LPR during the
year before review, will be appraised for the
period they have spent as active employees.
• Employees who were recently transferred from
their locations shall be appraised by nominated
appraisers but their Bell Curve shall be
maintained at their new/current locations.
22. Who reviews Whom?
• Manager review the DM, AM, Officers and NMS
• GM/DGM reviews the Manager
• Director/Deputy Director reviews the GM/DGM
• Chief officer review the director
23. Scoring chart (NMS)
Parameters
Marks
Technical Skills
(Knowledge, Ability to perform, Dependability)
Efficiency in Performing Job
70
(Meeting Deadlines, Accuracy, Achieving Objectives, Disciplined)
Customer Focus
(Prompt, Friendly and Respectful)
Commitment to AZM values
20
(KESC Values)
Adherence to KESC Safety SOPs
(Follow safety guide, Use safety tools, Ensure own and other’s safety)
Total Marks
10
100
25. Bell Curve – Performance appraisal
method - Expected
26. Bell Curve – Performance appraisal
method - Actual
27. Promotions
• Those who have received a promotion in less than 24 months are not
eligible. However, their salary review will be done as per their
performance rating
• Promotions strictly subject to approved Organizational chart and vacancies
• No double promotion (i.e. 2 levels jump)
• Only Exceed Expectations and Outstanding will be eligible for promotion
• At least EE or OS rating in current and previous year appraisal required for
promotion
• Sustain or exceed performance rating from the previous year rating.
28. Low Performers
• Performance Improvement Plans
• If performance does not improve, they will be
considered for dismissal.
29. Employee’s Rights
• Two way communication b/w supervisor and
subordinates before sending the review.
• In case of objection, employee can file an appeal .
• Objection – appraisal decision biases or not up to
the mark.
• Early retirement options for senior employees
30. Dismissal
• If the employee gets two Below consecutive
below expectation performance, then it will
lead to dismissal
