Sui northern gas pipeline limited

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HUMAN RESOURCE MANAGEMENT

• FINAL PROJECT

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SUI NOTHERN GAS PIPENLINES LIMITED

• TOPIC
• HUMAN RESOURCE MANAGEMENT PRACTICES

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• Presented to Prof.Erum Batool
• Presented by Rabiya Saleem
• Hira Nafees
• Iqra Fayyaz
• Arslan Ashraf
• Fahad
• Usman Butt

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Table of Contents
S.NO TOPICS SLIDE NO.
1 Introduction of the company
2 Corporate Strategy
3 Strategic Objectives
4 Human Resource at Strategic Level
5 Human Resource Committee
6 Human Resource at Functional level
7 Patterns of Job Analysis
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8 Job Design
9 Recruitment
10 Selection
11 Employee Retention
12 Orientation
13 Training And Development
14 Performance Appraisal
15 Feed Back System
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16 Compensation System
17 Promotions
18 Employee Motivation
19 Conclusion
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Introduction

• Sui Northern Gas Pipelines Limited (SNGPL) is
  the largest integrated gas company serving more
  than 3.4 million consumers in North Central
  Pakistan through an extensive network in Punjab
  and NWFP. The Company has over 46 years of
  experience in operation and maintenance of
  high-pressure gas transmission and distribution
  systems. It has also expanded its activities to
  undertake the planning, designing and
  construction of pipelines, both for itself and
  other organizations. SNGPL operates in a region
  of the nation that has a rapidly growing demand
  for natural gas and power generation due to
  significant industrial development.

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Corporate Strategy

• Increase and expand gas distribution networking
  throughout the country by increasing
  profitability and customer satisfaction.

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SNGPLS Strategic Objectives

• SNGPL is committed for
• Improve the quality of service to the customers
  satisfaction by implementing OGRA performance and
  service standards.
• Play its role in the Countrys economic
  prosperity by industrial outreach through gas
  supply to reduce dependability on imported liquid
  fuels and to save foreign exchange.
•  
• Endeavour to bring down Unaccounted for Gas (UFG)
  losses to internationally acceptable levels.
•  
• Create awareness and enforce adherence to Health,
  Safety Environment (HSE) policies and standards.

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• Emphasize Human Resource Development (HRD) for
  quality work and customer satisfaction.
•  
• Maximize the sale of available gas from
  indigenous sources by entering into new areas
  through development and expansion of the
  requisite infrastructure.
•  
• Introduce policies and practices leading the
  company from a monopoly situation into a
  competitive market, thus facilitating the
  impending privatization.
•  Improve financial discipline through prudent
  investment and borrowing.
•  
• Improve internal controls and risk management to
  achieve maximum operational efficiency of the
  system.

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Human Resource at Strategic Level

• SNGPLS Human Resource Strategy
• It is very clearly evident from the corporate
  strategy and companys strategic objectives that
  company is right now in growth mode. Company is
  expanding its operations throughout the country.
  So for meeting its goals and objectives company
  is using
• Growth prospector high tech entrepreneurial
  strategy
• Company is currently engaged in different
  projects and HR Dept is involved in every
  activity. Company demand different people for
  different activities.

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Human Resource Committee

• The Human Resource Committee comprises six
  non-executive directors and the chief executive.
• Responsibilities
• The committee will be responsible for making
  recommendations to the board for maintaining
• A sound plan of organization for company
• An effective employees development programme
• Sound compensation, benefits and plans, policies
  and practices, designed to attract and retain the
  caliber of personnel needed to manage the
  business effectively.

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Human Resource at functional Level

• Sui Gas Company Limited is engaged in the
  transmission and distribution of natural gas in
  Pakistan. It is also engaged in the construction
  of high pressure transmission and low pressure
  distribution systems. The Company is involved in
  certain activities related to the gas business,
  including the purchase and sale of gas meters,
  and construction contracts for lying of
  pipelines. The company is in growth mode and they
  are expanding their business day by day by
  starting new projects, for starting new projects
  they required new employees who can work on their
  projects that are why their 
• demand is high as compare to the supply

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Patterns of Job Analysis

• They are in growth mode and expanding their
  business, so Job analysis is done when they have
  to start new projects they collect data about
  the jobs performed in an organization
  by performance management system, they prepare
  job descriptions according to the new project and
  measure the key performance of the employees. And
  find out where they need new employees.

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• Data collection method
•  Company is using following methods
• Interview
• Observation
• Interview
• Employees about a particular  job are
  interviewed about the specific work activities
  that the job comprises. This interview is done by
  the supervisors and chief in charges at
  subordinate level. While executive level and
  officer level employees are interviewed by chiefs
  and head of the department sometimes depending
  upon the nature of the job.

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• Observation
• This method is adopted at blue collar like
  for welders, meter readers, pipe fitters etc.
  This observation of work is done by immediate
  supervisors to evaluate the working capacity and
  technique of the worker.
• Report formation
• Once the Job analysis information collected ,
  it is important to place it into a form that will
  be useful to managers and HR Department, for this
  purpose company uses HRMs Oracle to convert the
  data into useful information.

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• Review and Updating
• Managers and personnel specialists need to
  review job description and specification
  frequently. This review is done with an eye on
  the corporate strategy so company updates its job
  description and specifications on annual basis.

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Job Design

• In SNGPL two basic approaches are used for
  designing the jobs of the employees
• Job Rotation
• Job Enrichment
• Job Rotation
• As the term suggests , job rotation is
  concerned with the action of enabling employees
  to switch job roles or functions for the period
  of time. The overall goal is to develop the
  individuals so that they have increased their
  skills , knowledge and experience by the end of
  the process .SNGPL is using this approach from
  past 10 years.

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• Job Enrichment
• Job enrichment includes a number of different
  workplace practices, such as quality circles,
  self directed teams, job rotation, information
  sharing and others. One possible motivation for
  adopting such practices is to challenge and
  motivate workers, and to encourage them to
  participate in improving productivity , safety
  and the quality of their product.
• Job Sharing
• In this technique people belonging to same job
  caliber can easily divide the work load. In SNGPL
  mostly this technique is used in departments like
  procurement, metering and monitoring.

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Recruitment

• In SNGPL following methods are used for
  executive, subordinate and labor class jobs
• Recruiting method
• Company is using both internal and external
  method for recruitment. They go for the direct
  advertisement for the executive level jobs and
  for this purpose they give advertisement on their
  website as well as in both Urdu and English
  newspaper.
• At subordinate level most of the hiring done from
  within the company. Like blood relations are
  given the jobs of their deceased ones and retired
  ones and also of employees who are in service.

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• Applying process
• Applicants for the Job have to apply online
  through company website where all required data
  is being collected for the advertised post.

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Selection Process

• SNGPL uses following selection methodology
• Selection Criteria
• Short Listing
• Selection process of the company is, first of
  all receive the online application then they need
  to analyze the academic career of the applicant,
  they check that either it is up to the merit list
  or not then they short listed they applications
  who have first division throughout in their
  academic career.

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• Test
• Then they take computer based test from the
  short listing applicants . The test is based on
• Post related questions
• General knowledge
• Quantitative questions
• Also while selecting the candidate company also
  asses the required technical as well soft skills
  in the prospective employee
• Soft Skills
• Technical Skills

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• As company is categorized as engineering company
  so the weight age among these two skills is
• 40 Soft skills
• 60 Technical skills
• And at the end which applicants qualified for the
  next level they are called for final interview.
• Interview process
• Panel interview based on 3-4 people are conducted
  for the selected applicants. This panel is
  comprised of GM of the relevant Dept and cheifs
  of that Dept and other top heads.

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