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PROCESS AT PARCO
Assignment for the course “Human Resources Management”
Submitted By:
Muhammad Ishaq Mako
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Table of Contents
PARCO – A Journey of Success!............................................................................................................... 2
Human Resource Department at PARCO ................................................................................................ 3
Recruitment Section ........................................................................................................................... 3
Organizational Development .............................................................................................................. 3
Training ............................................................................................................................................... 3
HR Shared Services.............................................................................................................................. 4
Healthcare/Medical Section ............................................................................................................... 4
Industrial Relations ............................................................................................................................. 4
Training & Development in PARCO ......................................................................................................... 4
Competency Criteria ............................................................................................................................... 4
Training Plan based on Training Needs ................................................................................................... 5
Internal (in-house) Trainings for Employees regarding HSE & related issues .................................... 5
External (General & Technical) Trainings for Employees’ Developmental Needs .............................. 5
Health, Safety, Environment and Quality Training (General) for all employees, including newly
inducted Employees............................................................................................................................ 5
Health, Safety, Environment and Quality Training (Specific) for selected employees on task basis.. 6
Health, Safety, Environment and Quality Training (General) for contractor’s employees ................. 6
Implementation of Training Plan ........................................................................................................ 6
Measurement of Training Effectiveness ............................................................................................. 7
Annexure-I | Sample Form for Trainings Plan based on Training Needs ................................................ 8
Annexure-II | Sample Personal Development Plan ................................................................................ 9
Annexure-III | Training Effectiveness Sample form .............................................................................. 10
Annexure-IV | Participants Attendance Sheet Sample ......................................................................... 11
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Refinery
Transportation
Marketing
PARCO has the most modern refinery in Pakistan having a capacity of 100,000 BPD
(representing about 25% of country’s overall refining capacity), over 2000 kms of cross-
country Pipeline network, including its JV company Pak Arab Pipeline Company (PAPCO),
with a strategic storage of over One million tons, and a rapidly expanding retail network of
Total PARCO Pakistan Limited (TPPL) – a joint venture with TOTAL of France. With the
acquisition of Chevron’s Fuel Business in Pakistan, TPPL is now the third largest Oil
Marketing Company in the country. PARCO is also marketing LPG nationwide under the
brands of Super Gas, Pearl Gas, Super Gas bulk and fuel oil under the Pearl brand. High
quality Asphalt is also being marketed as Biturox.
The company has just not stopped progressing. Many new projects are under
implementation, some of them are listed below:
1
Parco.com.pk/about
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HR @ PARCO
Recruitment Section
The Recruitment Section is responsible for the management of employment databank,
compliance and proceedings of Recruitment/Selection procedures, joining and orientation
formalities of new employees, Handling of Traineeship and Internship programs.
Organizational Development
OD is concerned with the organizational effectiveness and its ability to introduce change,
adapt it and make employees familiar with it and set the course to achieve organizational
growth. Its prime responsibilities include, Performance Management, Job Evaluation Study,
Organizational Restructuring, judging Employee Satisfaction through Focus Group study and
Climate Surveys, planning Career Development roadmap, Manpower and Succession
Planning, revision of policies and conducting Salary Survey.
Training
Training is a systematic process of improving the behavior and skills of employees to
enhance individual and organizational performance. It equips the employees with advance
and practical knowledge, skills and abilities necessary for fulfilling the job requirements as
well as meeting future needs. The responsibilities of the training section include conducting
Training Needs Analysis (TNA), Developing Training programs, plan and Calendar and dealing
and negotiating with external trainers/consultants.
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HR Shared Services
The HR Shared Services Section administers the employee issues relating to Compensation
and Benefits, Leave and Time Management, review and implementation of HR policies,
handling of employee issues and their facilitation. Its major activities comprise of Time
Management, Compensation Management, Processing salaries/payroll, SAP employee Data
Management and Loan processing.
Healthcare/Medical Section
The Health care section administers the care of employees` health related matters and
caters to their medical needs by providing consultation, arranging treatment from doctors,
hospitalization and OPD services to employees at external sources, monitoring of panel
hospitals and conducting periodic Health Checks.
Industrial Relations
IR provides HR services to unionized staff. Its main responsibilities include maintaining
friendly relations with union and unionized staff, management of service
providers/contractors, providing HR services to NMPT staff, issuance of holiday notices and
circulars, providing legal guidance about policies, procedures to Pipeline, MCR and other
Departments/Sections. The IR section also manages and looks after the requests of MPT and
NMPT staff regarding their Marriage assistance, Education assistance and Educational
Awards. IR also processes EOBI and company pension cases, monitors implementation of
CBA agreements and resolution of employee grievances. Liaison with various Government
Departments and managing of all activities related to Workers Profit Participation Fund
(WPPF).
Competency Criteria
Training particulars for each employee are decided via competency criteria. GM lays down
competency criteria for DGMs, while DGMs & Department Heads lay down competency
criteria for all other persons working under them.
While determining competency criteria following points are considered.
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Health, Safety, Environment and Quality Training (General) for all employees,
including newly inducted Employees
This training covers:
Health, Safety, Environment and Quality Training (Specific) for selected employees on
task basis
Aspect and impacts related to the activity / Process / Equipment and Materials
Hazard, Risk assessment, JSA and Method Statement.
Internal auditor (OHS, EMS & QMS) training.
External auditor (OHS, EMS & QMS) training.
Emergency Preparedness and response procedure related to activity/process.
Application of specific controls.
HSEQ Management System training. (Included Documents,
Manuals, Procedures etc.)
HAZOP training.
These trainings may be conducted by Pipeline IMS section.
Health, Safety, Environment and Quality Training (General) for contractor’s employees
Zonal Team Leaders ensure that contractors and their staff have been given the
required HSEQ awareness / procedure / task training.
All contractors which are providing technical and office manpower to PARCO /
PAPCO shall be trained on HSE trainings as per contractor training plan.
Any contractor & his workers deputed for any project for short term or long term
basis at any station & terminal shall be safety orientated or safety induction shall be
carried out prior to work at station.
For any work outside stations basic safety induction and precautions shall be
provided by respective department.
Conclusion
Training employees helps them build confidence about their jobs. Training presents a prime
opportunity to expand the knowledge base of all employees, but many employers find the
development opportunities expensive. Employees also miss out on work time while
attending training sessions, which may delay the completion of projects. Despite the
potential drawbacks, training and development provides both the company as a whole and
the individual employees with benefits that make the cost and time a worthwhile
investment.
Most employees have some weaknesses in their workplace skills. A training program allows
them to strengthen those skills that each employee needs to improve. A development
program brings all employees to a higher level so they all have similar skills and knowledge.
This helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Providing the necessary training creates an overall
knowledgeable staff with employees who can take over for one another as needed, work on
teams or work independently without constant help and supervision from others.
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Name P. No.
Position Department/Division
PURPOSE: To identify and highlight the key areas of learning and development that will help employee to either
acquire new or develop existing skills and behavioral attributes for the following purposes:
Meet the deficiencies of the current performance
Enhance performance in their current role
Address anticipated changes in their current role
Address career aspirations towards a future role
Participant(s):
Please rate the training provided on a scale of 1 to 5, where 1 is least effective, and 5 is most
effective.
1 2 3 4 5
Sign:……………………………………………………………..Date:…………………………………………
Note:
Trainer’s Name :
Training Date(s) :