• Management Functions • Human Resource Management function • SWOT Analysis and Critical analysis of an organization. • Procedures and functions of HR and logistics departments

1. Qamar Zeeshan
Degree program: MPA
Public Administration

3. Internship Report
Sui Northern Gas Pipelines
Limited.

4. Brief Introduction of the
Organization
 Incorporated in 1963 as Private limited company and
converted into Public limited company in 1964.
 Over 50 years experience in operations and maintenance
of high pressure gas transmission and distribution systems.
 Serving 5.02 million customers through an extensive
network in Punjab, KPK, Azad Jammu & Kashmir and
Islamabad.
 Currently in loss
 Regulated by OGRA.

5. Organizational Hierarchy
Chart
 At the strategic level Board of Directors, Chairman,
Managing Director controls the company operations
 At Tactical level DMD, SGM ensures that company Polices
are implemented.
 Departments are further disintegrated on a functional basis.
General Manager and regional managers lead the
departments.
 Front line manager controls the daily operation of the
company.
 Regional offices are supervised by Chief Engineers.

7. Training Program
 Entry of daily attendance and leaves record in Oracle.
 Maintaining casual and Sick leave count record.
 Receiving medical claims from employees through proper
checking and entering in Oracle
 Learning about the maintaining of duplicate files of
Subordinate staff.
 How Casual labor is being hired.
 Daily correspondence with Head Office for different matters.

8. Structure of HRM
Department

9. HRM Process in the
Organization
 HR & Nomination Committee job is to control the Human
Resource at Strategic level.
 Make’s sound compensation and benefits plan, policies
and practices, attract caliber personnel.
 Review of organizational structure, limits of the authority
and approval procedure are reviewed periodically.
 Specific succession plans for senior management and
training development plan are made for subordinate staff.
 Transparent hiring through proper advertisement in adds.
 Online test and interviews from selection committee

10. HRM Process in the
Organization
 Training Schedule are maintained and published on the
website
 PMS is applied to executive cadre and an ACR system for
Subordinate employees
 Along with basic pay, variable pay and benefits are given
 Benefits include free medical facility, free gas facility,
Scholarships for children, Leave Fare Assistance (LFA),
EOBI GP fund.
 Union maintains good relations between Labor and
management.

11. Critical Analysis
INTERNAL STRENGTHS
INTENSITY &
EFFECTS
SNGPL has successfully implemented rules, processes and
regulations of Corporate Governance. It Board of Directors are
committed to protect the rights of Shareholders Very Positive
SNGPL has initiated best HR practices including extensive hiring
and selection, need based training and development, performance
based appraisal and compensation.
Positive
SNGTI Provides training to employees. Training Schedule are
maintained and published on website. Head of Department can
schedule and nominate relevant person
Very Positive
Internal Control system is sound in design and has been effectively
implemented and monitored e.g. Oracle software.
Positive

12. Critical Analysis
INTERNAL WEAKNESS INTENSITY & EFFECTS
Use of Contacts, references and influences are affecting the
recruitment process.
Very Crucial
Identification of training need and provision for training are not
correlated, Training is offered to those close to managers/Non
performer to keep them busy. Improvement in employee
productivity is not measured.
Negative
Variable pay, Compensation is only in executive cadre. Increments
are not linked with Performance. Use of reference and relation
building with HOD for salary raises.
Negative
References count a lot in influencing transfers and promotion. Negative
Medical claims processing has many flaws i.e. Fake claims can be
processed, Delay in processing of bills.
Negative

13. SWOT Analysis of the Organization

14. Conclusion
 Well established organizational structure with properly
developed departments and their role is formulated.
 Gap between formulating and operational activities
 Skill level of employees are not up to the mark
 Incompetent employees causing in efficiency and
Corruption in the management system.
 Training need assessment and provision for training are not
correlated.

15. Recommendations
 Performance management system be introduced at Subordinate
level.
 Skills of the employee be enhanced through proper training.
 Activities of the employees be monitored.
 CCTV cameras should be installed at regional offices
 Online attendance system be installed at all offices
 Free medical facility should be outsourced to the medical
insurance company to avoid corruption in medical bill
processing.

16. Thank You