Sui Gas Company is the taking incorporate company of gas in Pakistan. Which has established on 30th March 1989 as a consequence amalgamation of two companies, the southern gas company and the Sui Gas Company and transmittal Sui gas company ltd. The company is making a concern of natural gas transmittal at the side of the building of low force per unit area distribution system and a high force per unit area transmittal system.
The transmittal system of SSGC expands from sui in Baluchistan to Karachi which is located in Sindh including over 3,200km grapevine of high force per unit area runing from 12-24 ” in diameter. In 1955, there were two distribution companies which were established and besides responsible for distribution of the gas to the consumers in Karachi and besides in other towns along with the path of the transmittal grapevine between Karachi and Sui. The activities of the distribution of gas covering in Sindh and Baluchistan of more than 1200 towns and they are besides organized through their regional offices with an norm of 357,129km.
SSGC is managed by a autonomous board of managers for policy devising and other guidelines and the overall control. Presently, the board of SSGC ‘S comprises with the members of 14 peoples. The C.E.O is besides a campaigner of authorities of Pakistan and besides has been handed over with the powers given by the board of managers to carry on effectual concern for the company. The Sui gas company besides holds and operates the works which manufacture the gas metre in the state with an understanding to the Schlumberger industries which are located in France. The nucleus concern of this company is to purchase natural and so convey it to lade centres over high force per unit area transmittal system, and so apportion it to its clients by their Pipe Lines. Their bulk consumers are the domestic consumers and comprise of 98.9 % and commercial consumers consist of 1.1 % and industrial consumers include 0.2 % .
ESSENTIAL STANDARDS OF THE COMPANY
Core values of the company include the followers:
This will do positive part towards the achievement vision of SSGC ‘s. Struggle for uninterrupted betterment. Take timely & A ; quality determinations and Respond efficaciously to client demands.
This will maintain company ‘s involvement above ego. Promote ethical concern environment and Act in ethical mode. Seen & A ; known to be honest.
Build strong relationships within across maps. To work sound with all types of persons and other companies. Asks and interest best dry run with others. Keep the accomplishments of company/team ends.
Promotes open atmosphere. Show honestness and steadiness in smearing schemes & A ; actions. Compliments resistance and resolves battles candidly.
Come up with new thoughts. Promote invention. Promotes modified appropriates. Convert thoughts into actions.
6. Stakeholders Responsibility
Side by side they change their operating environment that impacts on their concern ( i.e. markets rivals, employees, engineering, clients, regulative, providers, political and public ) that will assist in making the solutions doing demands of client. Besides promotes co-workers and squad members to better their public presentation and accomplishments. Make best use of their resources. By doing their long term and short term chief concern to maximise on their consequences and do certain that conformity of jurisprudence will follow.
Company ‘S Aim
SSGC ‘s foremost intent is to administer natural gas where of all time the cost of substructure is acceptable. Many topographic points in Pakistan the gas web is increasing to congregate societal and economic demands by their support support from the provincial govt. and federal govt. in 2003, 5 old ages comprehensive program for the development of gas web is launched by the company to supply the gas to many little small towns and towns in the rural countries of Baluchistan and Sindh. Every twelvemonth, the company adds more than 66000 new clients and besides increase their substructure by doing more investing in increasing that development program and besides increase the charge installations for their clients and besides promotes their skilled and proficient employees. And give more value to their clients because clients are the existent plus of their company.
The organisation being a gas company that has an independent organic structure comes under semi authorities, under the service sector, supplying the installation of natural gas that is being used on commercial footing every bit good as noncommercial footing. It is use in day-to-day footing in places, factoring, fabrication workss, little stores ( for welding intent ) CNG Stationss and E.T.C.
SSGC is the first company to make the landmarks of client facilitation through an understanding inked by SSGC and 1LINK ( Guarantee ) Ltd. Whereby clients from the ATMs of take parting 1LINK member ‘s Bankss would be able to pay gas measures around the clock utilizing their bank ‘s cards.
This understanding efficaciously makes SSGC the first organisation in the corporate sector to widen its burgeoning client base an entree to jump bringing channels for online and instant measure payment installation.
The understanding which was signed at the SSGC caput office will besides ease the consumers to pay their gas measures in a wholly unafraid, hassle-free environment without line uping up at the Bankss. The company has emerged as a leader and a trailblazer in conveying the engineering up to day of the month and convey inventions and applications that aim to non merely transform the manner concern is conducted but provide more and more options to the consumers. SSGC is the lone company that has the engineering substructure and a wholly customer-centric focal point to originate on-line measure payment installation therefore extinguishing the fusss antecedently faced by the clients.
ORGANIZATION CHART OF SSGC ( CORPORATE SERVICES )
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B. FUNCTIONS OF HR ( HR OPERATIONS )
Following are the Functions of HR ( OPERATIONS ) in SSGC:
1. Recruitment & A ; Selection
2. Transfer Posting
4. Leave Management
5. Human Resource Information System ( HRIS )
6. Performance Management System
1. RECRUITMENT AND SELECTION
It is the procedure of happening and trying to pull the occupation campaigners who are capable of efficaciously make fulling the occupation vacancies. First of all HR reviews the vacancy place and in this manner demand from assorted sections are identified by the SSGC and its organisation such as notice boards etc. , occupation description and occupation specification, both mentioned earlier.
First they recognize the demand, like if the executive station is really needed to make full or non, so HR section of SSGC inform about the occupation vacancies to the lower degree executives by Job Posting ( Job description and Job specification are both shown in conspicuous topographic points in the organisation such as notice board )
The employees who meet the demand and are willing to work in the station, send their CV ‘s to the HR section with the blessing of their section caputs and that is the “ General Manager ” of the several Department.
All the applications are collected by the HR Department.
The most suited Applicant is selected harmonizing to the demand of section and called up for the Interview.
The clip and locale for Interview are informed to the selected Applicants.
The Interview is conducted by the HR section and few of the section senior executives
Before the starting of interview, CV ‘s of each selected appliers for the interview is kept in the file and the transcript of each in a file is given to the three section caputs.
Then the ranking of the appliers is done, like the top three or two appliers would be selected for concluding interview.
Recruitment Manager carry on the concluding interview or sometimes the most needful appliers is selected without traveling through the procedure of concluding interview.
However during the concluding interview, the footings and conditions, salary bundle and other benefits are ask the selected applier about his/her outlooks.
If the applier is satisfied overall so he is selected for the place.
After the blessing of MD subsequently on, the Internal Recruitment procedure terminals. If no applier is selected so the External Recruitment can take topographic point.
When the procedure ends, an Appointment missive is issued for the applier.
All the compensation and benefits are designed.
Medical Fitness missive is issued after credence
In SSGC, Employees are hired both on Permanent every bit good as on Contract footing. The clip of Contract footing can change from 1 twelvemonth to 5 old ages. The benefits for Contractual employees can change from their designated classs.
For the record, SSGC is been overemployed for past few old ages, and external enlisting is bit by bit stopped to zero. But SSGC have a formal process for external enlisting.
For the external Recruitment, SSGC issue advertizement for occupation vacancies. Job Description and Job specification is mentioned along with it.
The campaigners who are willing and are been run intoing the demand, send their CV along with the screen missive to the HR section of SSGC.
The most qualified, experient, gifted campaigners are selected of the interview.
Time and Venue is informed by the Recruitment Manager.
Rest of the procedure is same as the Internal Recruitment.
However, if the selected appliers left before fall ining the Organization, so the 2nd most appropriate applier is considered. However if none of them is capable plenty to enroll so once more an advertizement is issued in the newspaper.
2. TRANSFER Poster
Blessings from the caput of both sections required the current section and the section switching to ( in instance of transportations )
N.O.C are issued to the employees while they are using for passports and visa to go out of the state
Operational demands are needed for transportations, orders by DEP. Heads and other top functionaries of the SSGC and can besides be done by the blessing of both the section caputs.
Transportations can be done from same location, one section to another section and even from one subdivision to another within a section.
Transportation petition should be sent by straight the employee instead than their concerned section caputs is non accepted and is filed for recorded. No answer is given to the employee.
Joining period of 7 yearss and TA/DA are non awarded in instance of transportations on ain petitions.
Transfer missive should hold written country codification and bing codification ( informations related to salary medical, benefits )
Posting and transportations are done harmonizing to the involvement of the company and petitions from the employees.
Can take topographic point from one section to another section, from one subdivision to another supplying the classs remain the same.
Certain standards should besides be met that includes the Approval of Department caput, Relevant/ degree/knowledge, Trait trial, and the Vacancy
Four types of separations.
This procedure begins 6 months before the existent retirement with the blessing of the retired person. Leave encashment is allowed up to for 60 yearss. Retiree is asked in progress on the signifiers as to which option will be taking, either tip or pension. Retiree is asked about which option he/she will be taking of the two. The signifier consists of inside informations like wage, service period, and day of the month of connection, age, and stock option.
List of retired persons is form were prepared
Separation policies were reviewed
Calculation of tip and pension were reviewed
Hint to executive about their retirement 3 months before the day of the month
Informing the executive about the foliages balances handiness and the demand to use/avail it
Informing executive about their option for pension/gratitude or a combination of both
Information is send to the finance section sing the executive penchant for the options.
Preparation of retirement missive and a transcript is send to the finance.
Memo to finance section for agreement of ace annulations Gift
Resignation or Early Retirement:
Receiving of petition signifier the executive though HOD.
Hint to finance sing resignation/early retirement of the executive.
Exit interview by H.R.
Sending issue interview signifier, surrender missive and earned leave statement to MD for blessing
Informing executive about their option for pension/gratitude or a combination of both.
Finance section is send information about executive penchant for gratitude/pension and E/L and a transcript of dismissal/Termination.
Issue and filing of provident fund backdown signifier and arrange “ A ” signifier.
Informing CMO ( no medical installations given from the day of the month of dismissal ) .
Gratitude/pension options to the employee and blessings from competent authorization one time acceptance missive is approved from MD.
Acceptance missive one time received from MD will be send by H.R to the executive and a transcript to finance along with the format “ A ” signifier, provident fund backdown signifiers and PFS.
Sending Condolence/sympathy missive to spouse/families
Writing a memo to finance for payment agreement of funeral charged
Written verification of the following Nominee/kin
Options for lasting partner or household about the pension
Request of decease certification from the household
Inform finance about concluding colony payment and transcript of decease certification
Issue and filing of provident fund backdown signifier and arrange A signifier
Insurance claim ( memo written to finance )
Spouse given an option of buying company Car.
Informing CMO about executive decease.
4. LEAVE MANAGEMENT
Monthly 3, Annual 30
Can be accumulated till 60
Leave without wage can be extended to 90 yearss
30 one-year sick foliages
End of twelvemonth oversight, no accretion
1 twenty-four hours without certification, above required certification
Prolong unwellness up to 90 yearss with blessing from the GM medical
2 old ages study leave
5 twelvemonth calling service pre -requisite
Submission of semester studies
4 old ages compulsory service after rejoin
Half mean wage above wage
Paid one time life clip to the employees
6 months ‘ wage is pain in progress ; it could be in lump amount or in episodes against the absentees during the service period
If the individual is served the company for 15 old ages or more than he is entitled to travel for Hajj leave.
Leave without wage
If the foliages are taken without the blessing so it would be leave without wage.
Dayss off/Relief leave
If the executive is besides working on the Saturday/Sundays he will acquire 11days foliages.
If the company or the executive feel that they need developing so the executive acquire the preparation foliages
Can see to foreign states for academic or other grounds.
In leave Management we were assigned the undermentioned undertakings
All the Leave entries of employees are entered in the databases
5. HUMAN RESOURCE INFORMATION SYSTEM ( HRIS )
For HRIS the H.R section used ORACLE package. Databases of all the employees are maintained and it is made certain that is up to day of the month. Through HRIS the construct of ( ERP ) is made functional.
HRIS applied the construct of the endeavor resource planning ( ERP ) . The integrated Oracle E-business suite package ‘s gave tremendous SSGC control over every facet of its concern. The whole sum-up is provided at a glimpse, they are able to spy what is actual place of any state of affairs. There has been a great addition in the efficiency and the effectivity of the company and its operation after the debut of thru package.
The Promotion standards, to make up one’s mind the employee is in a place to travel to its following class or non. It ‘s fundamentally based on the PMS evaluation which was giving to them in secret by their Departmental caput and besides based on their making, public presentation, and long service. The company besides gave long service Award to the employees whose ends were in aligned with organisational strategic ends and who are portion of since 10 old ages or 20 old ages after finishing it they may acquire Award of their services. The Increments, the benefits are besides giving to them by the direction which is approved by the Board of the managers of the company.
6. PERFORMANCE MANAGEMENT SYSTEM
PMS is the one-year appraisal of executives and it is done by describing Military officers and Endorsed Head of Department. On the footing of which Annual Increment is awarded. Performance direction system is A Business procedure that drives Results, Share Responsibility between Executive and Immediate Supervisor. It is the mean for two manner Communication between Supervisor and Executive. It is the tool to specify Contribution/Performance and supply a Yard Stick to mensurate.
Procedure of Performance Management System:
First Preparation of Database and Salary Sheets, Department footing Development/ Management.
Rating the Annual Increase
Guild lines to Department/ Divisional caputs for public presentation Rating and Annual Increments
Printing of all the signifiers in Executive-wise
Department-wise screening listing and wadding
Sending the signifiers with lists and memo to the Department Heads
Blessing from MD
Performance Management System is the Annual Evaluation of Executives and it is done by describing officers and Department Heads. On the footing of PMS, Annual Increment on the basic Salary is awarded.
Transportations are based on disciplinary, public presentation and on petition and on blessing from foremans. Performance direction starts normally in the month of June and it takes approximately 40 to 45 yearss to finish the procedure but this is normally do n’t go on ( the 40 to 45 yearss ) .
Conflict Management comes into the function when any employee disagrees with their assessment given by their coverage officer. The standards for naming a meeting to cover with the struggle is, If the employee is given a ranking of 50 or below, so a panel meeting would be called to cover with the struggle. And a formal procedure takes topographic point:
Forms are reviewed for those employees who had dissension with their Appraisals.
The signifiers are so assessed by the several section caputs.
Again, the executive public presentation is rated right
However if the executive disagree so he can direct his coverage application
7. Charter OF Demand
It is a Memo of Settlement between the Sui Gas Company and Collective Bargaining Agents. This Charter of Demand is made by the People Labor Union ( The caput of Labor Union is the employee, who win the Labor Union Election ) for negociating and making consensus with Management and Staff Union every two old ages to regenerate the Payroll.
Aim of COD:
In SSGC, the chief aim of COD is to guarantee the better relationship between Management and its labor/Workmen force, which can profit the company with Industrial and Economic growing.
To prolong the labour organisation relationships and to hold the rights and undertakings of the corporation.
SSGC is a Public Organization, all the Functions & A ; Procedures they told us, were someway diverse than those of the Private Companies. The company today is the mixture of both Centralized & A ; Decentralized Structure. From each position, they have been managing jobs otherwise.
However, the HR section besides meet the criterions of any Multinational Organization and the Department itself is playing a Critical Role for Company. They have undertaken many Enterprises to guarantee high degree of professionalism and productiveness of the different departmental Employees.
1. Performance based Defects:
The HR section of SSGC have a evaluation force per unit area for measuring employees, due to External Forces and Liking/ Disliking of Head of Department ( GMs ) . Actually, the Head of the section have to reexamine the public presentation assessment of employees working under his/her section.
The employees who are close to seniors, acquire an unreasonable benefit in Performance Appraisal.
And those employees who are of the same section but work in the site countries or off from SSGC ‘s Head Office, get unreasonable disadvantage in their Performance Appraisal.
In that manner, those employees, due to low co-ordination with seniors besides loose the opportunity of acquiring justified Increment.
The type of Performance Management System which is been implemented is non best suited for SSGC. Because due to the uncontrolled environment, in which the increase is awarded on the footing of Performance, create equity job between junior employee and the senior employee in term of Salary. ( Like If a Junior is holding competence and executing good and for this intent is been awarded maximal increase from past few twelvemonth, and can excel a senior employee who is n’t been awarded increase due to unsatisfactory public presentation so it will make a misbalance-that the senior will be demotivated )
2. Traditional Practices:
Since SSGC is a Public Limited Company, they are been practising Traditional attacks which are set antecedently in the yesteryear. Unlike any reputable Private organisation, there is no construct of delegating the aims and allowing the employees achieve it.
3. Improper Designation of Employee:
After Hiring an Employee, a proper preparation is given but even so, due to the improper appellation, the employee is sent to a wholly different section for which he/she was n’t prepare. And once more the preparation for working in the designated section is given from the beginning.
SSGC is been overemployed since a twosome of old ages, and HR section is unable to get by up with this job.
5. Incompatibility in Promotion Policy:
Due to the Overemployment, the publicity rhythm of other employees is been disturbed. It is a large job for HR section in SSGC. Some employees are non promoted for past 10 to 12 old ages. And due to this thing, employees who meet and exceed the overall public presentation become demotivated.
6. Rating Policy:
In Past twelvemonth, HR section have increased the Job Position Grades
7. Recruitment & A ; Choice:
Due to Overemployment, the external enlisting is been bit by bit stopped. And SSGC is non really holding new and more competitory fresh alumnuss, working for the Organizations
8. Engagement of External Forces:
There is a immense political Intervention in SSGC, and because of this force employment is been done. External forces besides consequence the proper process of Posting & A ; Transfer of employees. The HR section is unable to reduce/ extinguish it with their current policies.
9. Union Intervention:
Union Interference is increased in past few old ages due to the unreasonable bargaining ‘s and they finally manipulate the Staff of the Corporate Department.
10. Technological Changes:
To keep the Oracle database of Employees ‘ attending, their public presentation is collected merely for those employees who are working in the SSGC ‘s Head Office.
1. Covering with Performance based Defects:
aˆ? The HR section of SSGC have a evaluation force per unit area for measuring employees, due to External Forces and Liking/ Disliking of Head of Department ( GMs ) . Actually, the Head of the section have to reexamine the public presentation assessment of employees working under his/her section.
aˆ? The employees who are close to seniors, acquire an unreasonable benefit in Performance Appraisal.
aˆ? And those employees who are of the same section but work in the site countries or off from SSGC ‘s Head Office, get unreasonable disadvantage in their Performance Appraisal.
aˆ? In that manner, those employees, due to low co-ordination with seniors besides loose the opportunity of acquiring justified Increment.
aˆ? The type of Performance Management System which is been implemented is non best suited for SSGC. Because due to the uncontrolled environment, in which the increase is awarded on the footing of Performance, create equity job between junior employee and the senior employee in term of Salary. ( Like If a Junior is holding competence and executing good and for this intent is been awarded maximal increase from past few twelvemonth, and can excel a senior employee who is n’t been awarded increase due to unsatisfactory public presentation so it will make a misbalance-that the senior will be demotivated )
They should do the Organization construction more decentralised. So that there wo n’t be any evaluation force per unit area
2. Alternative of Traditional Practices:
3. Covering with Improper Designation of Employee:
4. Get the better ofing the Overemployment Issue:
5. Reducing the Inconsistency in Promotion Policy:
6. Suggestions for Rating Policy:
7. Bettering Recruitment & A ; Choice:
8. Reducing the Engagement of External Forces:
9. Reducing the Union Intervention:
10. Covering with the Technological Changes:
External Hiring should be done on proper merit footing
Decentralized working system should be introduced
Performance rating should be carried out often
Proper distribution of assignments should be made among employees that should be rotated from clip to clip for get the better ofing ennui and monopoly
Job description should fit to employee ‘s field of expertise/work.
1. The job of over-employment can be corrected by implementing and concentrating more on scheme “ right individual for the right occupation ” . SSGC should merely retain employees which are more effectual and efficient.