INTRODUCTION

OGDCL is a public limited company with major share of Govt. of Pakistan. The company is engaged with the basic activities of oil and gas exploration and development having the objective of attaining selfsufficiency in oil and gas requirements of the country. OGDCL was established as a Govt corporation in 1961, and converted into public limited company in 1997. At present 5% of the OGDCL shares are floated into the market and the Govt. of Pakistan holds 95%. The planes are made to float the stock up to more than 50% in public in the near future the in order to increase its efficiency, and compete in the market. As OGDCL is the entity of govt. till now therefore it is under the administrative control of the Ministry of petroleum. OGDCL is contributing towards the energy sector of Pakistan, in requirements of the petroleum and gas. It is the largest Oil and Gas Exploration Company in Pakistan. Having a look on the companies mission statement will even clear the picture of the OGDCL. During the 1950s, these companies accepted out widespread geological and geophysical surveys and drilled 47 exploratory wells. OGDCL is an organization with manpower of 14000 including 1438 officers. Personnel department takes care of all human related matters and has direct involvement in prosperity and future goal attainment of company. OGDCL has no doubt been successful in achieving its goal to promote the sustainable supply of energy for the benefit of the country. It has been consistently contributing towards the goal of self reliance in the energy sector and to the betterment of the nation not only through production of oil & gas, but also through various social development projects, by providing emplacement opportunities, health care and educational benefits to the inhabitants of its operating areas and developing into a responsible, environment conscious entity. ORGANIZATION GOALS & CORE VALUES o o o o o o value Integerity joint effort Saftey keenness improvement

OGDCL Concentrate on four type of goals which are Financial, customer, learning & growth, internal processing goals here is the overview of the following. Develop Strategies for future growth, Formulate investment decisions by ranking projects on the basis of best economic indicators,take full advantage of profits by investing surplus funds in profitable avenues reduce cost and time to get better performance outcome continuously get better value of overhaul and sensitivity to maintain a pleased customer base.improve consistency and effectiveness of supply to the customer be a accountable corporate citizen Motivate our
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employees and increase their methodological managerial and business skills from side to side new HR practices attain full sovereignty in fiscal and decison making matters cyclic business method reengineering Mission of OGDCL. To adopt and maintain a distinct commercial orientation with balanced, efficient and competitive structure to meaningfully explore and exploit indigenous resources for the optimum production of oil and gas besides seeking opportunities abroad. Vision og OGDCL To be a leading multinational Exploration and Production Company. NATURE OF THE ORGANIZATION

During the last 36 years (up to 97) under the supervision of the Government, the corporation has grown into a technically feasible and commercially viable organization. In order to execute the exploratory and development programme with the ultimate objective of attaining self-sufficiency in oil and gas by developing the hydrocarbon resources of the country, OGDCL has also developed a sound equipment and operational base which includes 09 Rigs, 06 Seismic parties, 04 Engineering and 02 Field gathering constructions parties etc. OGDCL grow more rapidly under the chairmanship of Dr. Shahzad and Dr. Gulfraz Ahmed when American drilling rigs were purchased and his follower completed the project. Functions of OGDCL : The main functions of the company to plan, promote, organize and implement program for the exploration and development of oil and gas resources as well as production, refining and sale of oil and gas. Activities : OGDCL has conducted extensive surveys to identify potential hydrocarbon bearing structures and has carried out drilling in order to exploit available oil and gas resources. As of 30th June 2004, OGDCL has drilled 163 exploratory wells and 232 development wells. OGDCL has completed the following development projects:

Dhodak Development Project located in District D.G. Khan, Punjab. Qadirpur Development Project located in District Sukkur, Sindh. Pirkoh Gas Compression Project in Dera Bugti Agency, Balochistan. Nandpur and Panjpir Development Projects in District Multan. Uch Gas Field Project in Balochistan for Power generation.

 HUMAN RESOURCE DEPARTMENT

Human resource department of OGDCL is one of the main departments of the OGDCL. Human Resource Deportment at OGDCL is being reorganized to manage people and develop their skills for meeting Companys requirements. Being the largest exploration and production Company, OGDCL seems to be an attractive company for talented and motivated people in which high levels of personal and companys performance are recognized and rewarded. Human Resource Department seems to ensure development of world class workforce, as per OGDCLs mission statement, target based working and performance based reward system has been evolved. CURRENT HR PRACTICES

Results from goals are the reflection of a managements judgment and execution skills. OGDCL compare the key ratios for the judgment of management s skills, as studied in the books for managerial point of view. It is found that such rules and regulations are necessary, and establish a framework for analyzing key success factors and suggest an approach for establishing competitive advantage. All such is possible with proper and periodic training of the employees. We believe that the nature of competition in the E&P business is in the assets management. Existing assets should be scrutinized on their cash generation ability as well as their returns.The concepts of motivation theory and other theories are not being applied practically. The educated employees especially in HRM department are very rare and it is ignoring the proper implementation of HRM principles. HRM employees have their job protection and treat others as Governmental employees do. Recruitment section is responsible to carry out the following functions. Recruitment of the employees on merit but not 100%. Estimate the sanction strength before hiring but not. Job description for each job with the help of concerned manager whereas this section is far away in doing so.

OGDCL has a complete structure in order to maintain the employees satisfaction and motivation of the employees, and most importantly to hire the appropriate professionals. Now management is thinking to adopt E&P culture, for which a program has been launched VISION OGDCL 2004. Employees are properly invited by the management to submit their proposals for the betterment of the company. HRM Department can also play an important role in the program launched by management. The newly appointed professional as head of HRM department can play a vital role in this regard.

FUNCTIONS OF HR

Chief executive officer need HR executives who have a clear sense of strategic direction, know the services required by the business, and understand the initiatives the business should be taking toward organizational change. In order to use the HRM function most effectively as a corporate resource, therefore, top management should consider doing the following. Require that HR executives be experienced business people, for example, through job rotation policies and by extensive interaction with managers in all other functional areas. ii. Require the senior HR executive to report directly to the CEO. At present this occurs in about 70% of companies nationwide. In OGDCL this practice is in vogue. iii. Ensure that the top HR officer is a key player in the development and implementation of business plans. iv. Define the HR departments responsibility as the maximization of corporate profits through the better management and use of people. Concentrate the HRM function on ways to make people more productive, for which OGDCL is trying to do. v. Do not dilute the HRM function by saddling the HR department with unrelated responsibilities, such as the mailroom and public relations. Unfortunate currently it exists but now OGDCL has appointed a GM (HRM) on contract basis and it is hoped that new arrangement will come up with strategic functions. vi. To enhance the smooth running and working efficiency of the HRM department it is segmented into sections. All the sections are working separately on their part while integrated with each other.OGDCL has also given stress on the human resources management. OGDCL has a personnel department, which is responsible to handle the human resource problems and its uplift Personnel department has similar structure like other departments. Department consists of following sections which are elaborated with their major functions This section is responsible to carry out the following functions. Recruitment of the employees Estimate the sanction strength before hiring Job description for each job with the help of concerned manager Requisite and Quail expenditures With holding charges matters Personnel sections are divided into six having numbers (A to E) and perform following functions.

i.

Appointment notification Police verification about the new hiring employees Posting and transfers of the employees Probation dealing and confirmation of the probated staff Pay fixation
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Leaves Scholarship and education issues Death notification Retirement Move of the pension file Implementation of the union agreemen

HEIRARCY
STRUCTURE HR DEPARTEMENT

STRUCTURE ORGANIZATION DEPARTMENT

Board of Directors

Managing Director

Company Secretary

Chief Staff Officer

ED Exploration

ED Drilling

ED Admin

ED

Finance

ED C.A

G.M. (H.R)

G.M. (Admin)

Manager (CPC)

Manager (Personnel) CPO (R) DCPO (G)

DCPO (A)

DCPO (C)

Dy. Manager (Pers) Sr. Personnel Officer (B) Personnel Officer (B & D) Asstt. Personnel Officer Superintendent

Admin Assistant

 TOTAL NUMBER OF EMPLOYEES In HRM Department the profile of working employees is as under: Officers (Regular) Officers (Contract) Staff (Regular) Staff (Contract) Total
DEPARTMENTS
ADMIN & PERSONNEL AUDIT Corporate Affairs CONST & ENGINEERING DRILLING EXPLOITATION ENV. PROTN & SAFETY EXPLORATION FINANCE & ACCOUNTS MEDICAL OGTI PROCUREMENT PRODUCTION PROJECTS PLANT OPERATIONS SECURITY SYSTEM & SOPPORT STORES WELL SERVICES

: : : :

18 01 110 18 147

CATEGORIES ( Age, Staff, Labour )

PH.D 0 0 0 0 0 2 0 4 0 0 0 0 2 0 1 0 0 0 0 9 MSC (ENGG) 0 0 1 1 2 1 0 3 0 0 0 0 3 3 4 0 0 0 2 20 BE/BSC (ENGG) 3 0 4 33 73 26 1 34 1 0 0 1 156 8 112 0 1 0 13 466 ACMA 0 1 2 0 0 0 0 0 22 0 0 0 0 0 0 0 0 0 0 25 CA 0 1 0 0 0 0 0 0 3 0 0 0 0 0 0 0 0 0 0 4 MBA.COM 4 10 10 0 0 0 0 0 26 0 0 5 1 2 0 0 0 12 0 70 M.PHIL 1 0 0 0 0 1 0 2 0 0 1 0 0 1 0 0 0 0 0 6 MBBS 0 0 0 0 0 0 0 0 0 50 0 0 0 0 0 0 0 0 0 50 M.SC 8 0 2 0 0 0 1 196 5 0 0 1 12 0 33 0 1 1 15 275 D.AE 1 0 0 29 115 0 0 22 0 0 0 0 38 1 92 0 0 2 23 323 M.A 17 6 1 0 0 0 0 0 9 0 1 5 0 0 1 0 0 8 0 48 OTHERS 62 32 0 2 15 0 0 54 101 0 0 17 11 1 61 12 0 29 12 409 Total 106 54 21 65 205 30 2 315 168 50 2 30 224 16 304 12 2 57 65 1728

TOTAL

DEPARTMENT WISE

 STAFFING PROCESS Recruitment process in OGDCL is conducted under the recruitment section, which generates pool of potential candidates and acts as a real base to provide facilities of selection of new and old employees. POLICIES

It is the companys policy to implement an appropriate recruitment system base on careful determination of the required competencies and objectives by implying effective search and selection methods along with the efficient means of communication with potential candidates.It is the policy of the company that, when ever possible, positions should be filled through internal job posting and promotions.All departments heads (EDs, GMs, Managers) are to fully participate and contribute to the hiring process of their respective management staff in collaboration with HR Department. The hiring process/procedures shall be specified by the HR Department.All department heads are responsible for making respective description and job specification in collaboration with an Hr Department, for the purpose of allowing Hr to set annual hiring plan.All recruitment ( direct or through services contractors) shall be done through human resource department in compliance with the companys laid down procedures and standards, no individual shall conduct recruitment or hiring activity without the specific knowledge and involvement of ED human resources. Candidates will be selected on the basis of applicable recruitment tests ( for entry level positions only ), qualification, experiences, ability, interest, aptitude and adoptability to the specific job recruitments, as already defined in the respective position description.The salary offered will be with in approved salary policy guideline of the company (R. khattak, personal communication, March 5, 2010) FUCNTION OF RECRUITMENT & SELECTION

Recruitment section basically performs the following functions When ever any department in OGDCL seems to require new employee, it informs the HR Department to hire new employee for that. Then HR Department analyzes the real situation, whether there is real need of new employee or not. HR Department advertize the vacant position in the news paper and in the media to generate the pool of potential candidates and through the recruitment process hire the new employee for the specific required department. Same as mentioned above when ever any department feels the need of employee for the hire position, it informs the HR Department. On the behalf of that department HR Department recruit the employee by generating the pool of potential candidates. Whenever there is pool of potential candidates, to select the most appropriate candidate for the vacant position, HR Department conducts examination, interview and short list the available applicants. Recruitment types
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Regular employees, Contract Basis employees, Trainees Special Trainees, Hiring through Contractor. The sources of advertisements used by HR department are news papers, media and internet.The recruitment procedure of the OGDCL is mostly related with CSS of Pakistan .i.e. as under. Punjab 50% Sindh rural sindh urban N.w.f.p Merit Baluchistan Fata A.j.k 11.4% 7.6% 11.5% 10% 3.5% 04% 02%

After the advertisement, they receive application from all over Pakistan and conducts written examination. This examination is held in those departments, where the candidate want to join and that department send the result to recruitment section. OGDCl also hire the external agencies, which provide facilities of conducting examination of applicants.The selection procedure is recently shortly changed and is as under. Written Test Experience Academic Qualification 40%weightage 30%weightage 30%weightage

SELECTION PRACTICES

Selection process in OGDCL starts with preliminary interview of the applicant who qualified the test. Depending upon the position, preliminary interviews board is formed, who conduct the preliminary interview. An applicants knowledge, skills and attitude is judged on the basis of following factors. Education (academic and Professional), Previous experience, Applicable tests (for entry level position only), Interviews References. The results of the candidates interviewed are compiled in the order of merit. After conducting the preliminary interview, the successful candidates are preceded for the selection interviews, conducted by selection board. This selection board is formed while considering the positions required. After selection interview, the successful candidates are required for pre-employment
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medical examination arranged by the HR department. In this way HR department completes the selection process and formulates the job offer. Job offer or appointment letter is delivered to the successful candidates. This letter clearly spells out the terms and the conditions of employment and the benefits applicable to the position. All management position offer letters are signed by ED (executive director HR), while Executive Directors position letters are signed by the chairman and CEO.When there is no suitable replacement available within the company and when all sources has been utilized with no results to fill the vacancy with highly potential candidate, then company rehire an ex-employee on merit.For the requirement of certain position the company re-engaged the retired employees who are beyond the age of 60, after mutually agreed terms and conditions.In order to keep the track of attrition, to know the reasons leaving job and to collect the feed of leaving employee, the exit interview is conducted by the HR Department. This is also done in order to reduce employee turn over, because greater the employee turn over, greater will be the cost of employment. To recruit the employees both internal and external methods are used with in the OGDCL, but analysis reveals that the corporation gives preference to the internal method. The main draw back of this method is that it blocks the way for new generation which carry new ideas and knowledge. Further more the recruitment system is also influenced by the nepotism of politicians. Not only recruitment of employees is influenced by the nepotism of politicians, but selection also. Employees for high positions are selected on the basis of personal relations and blood relationship. Though OGDCL is the largest and very multifaceted organization, in spite of that there is no computerized data based system to record the data of employees.

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REFERENCES

Faisal Riaz Data processing officer HR Department OGDCL

Anum Shahid Internship report on HR Department of OGDCL

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