Hr information system report

HR INFORMATION SYSTEM
REPORT

Presented to:
Ma’am Saman Naz
Submitted by:
Group 3
Anjum Fayaz
Omer Shahzad
Zeeshan Ahmad
Sehrish Shafi
Qaisar Abbas
Mudassar Sultan

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07
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09
61
62
63

BAHAUDDIN ZAKARIYA UNIVERSITY,
MULTAN

LIST OF CONTENTS

Sr. No.

Title

1

Introduction To The Organization

2

Organization Structure of The Human
Resources Management Department

3

Human Resource Management Process In
The Organization
Conclusions

4

Introduction tothe Organization:

Pak Arab Refinery Limited (PARCO) was established in
Pakistan in May, 1974 as a Public Limited Company.
Initially this project was transformed into pipe line
operation from refinery and then in year 2000 this
project came into its actual shape of refinery .
PARCO is known as the back bone in Oil and Gas sector
as its location is in the mid of the country. That is why
is called MCR (Mid Country Refinery).
PARCO is a (60:40) joint venture between Governments
of Pakistan (GOP) and Abu Dhabi, having paid up
capital of Rs.12 billion and total equity of Rs.36 billion.
Since the commencement of commercial operations 24
years ago, the company has expanded a phenomenal 53

times, achieving an asset base approaching Rs. 100
billion.
The Emirate of Abu Dhabi’s shareholding is represented
by Abu Dhabi Petroleum Investment (ADPI), whose
shareholders are International Petroleum Investment
Company (IPIC), Abu Dhabi and OMV. The company
currently owns and operates Pakistan’s longest pipeline
network and the largest oil refinery, the Mid Country
Refinery (MCR).
PARCO’s refined petroleum products transport logistics
is based on road and the existing pipeline network. The
surface transport mode is potentially hazardous to other
traffic, human lives and the environment besides wear
and tear of road surfaces. PARCO's pipeline network is
more effective, safer and more cost effective alternative
for both crude and product transportation. This is the
basic reason that PARCO continued to maintain
increasing profitability, liquidity and growth trends from
its day of construction to today.
PARCO’s MCR is the largest Refinery currently
operating in the Pakistan and accounts for 35.6% of total

refined oil production in the country and working under
the Ministry of Petroleum and Natural Resources with
broader policies, mission and clearly defined vision.
PARCO is presently engaged in the transportation of
petroleum product on behalf of oil marketing companies
OMC’s from Karachi to Mahmoodkot near Multan to
Faisalabad and Machike near Lahore through its 1,228
kilometers Pipeline. PARCO’s pipeline system includes
a network of highly sophisticated telecommunication
facilities and a comprehensive supervisory control and
data acquisition system.

Board of Directors:
Dr. Asim Hussain

Chairman

Mr. Mohammad Nasser

Director/Vice Chairman

Muhammad Rasheed Jung

Managing Director (PARCO)

Mr. Mehmood Akhter

Director

Mr. Aijaz Ahmad Chaudry

Director

Mr. Shafeeq AK Hussain

Director

Dr. Hans-Heinz Horrak

Director

Mr. Sabar Hussain

Director

Mr. Ahmad Ghalab

Director

Main Offices:
 Corporate Office:
Corporate Headquarters,
Korangi Creek Road,
Karachi - 75190, Sindh, Pakistan.

 Registered Office:
Avari Plaza,
Adjacent to Hilton Hotel,
87, Shahrah-e-Quaid-e-Azam,
Lahore, Punjab, Pakistan.

 Refinery Office (MCR):
Qasba Gujrat, Distt. Muzaffargarh,
Teh. Kot Addu, Punjab, Pakistan .

 Marketing & Commercial Office:
Mohammad Arcade, 1 st floor,
Khanewal Road, Near Choungi # 9,
Multan, Punjab, Pakistan.

Organization Structure of the Human Resources
Management Department:
The department is headed by the General Manager
(Corporate Affairs). Then this department is divided into
three groups.
 Department Head Human Resource.
 Department Head Administration.
 Department Head Personnel & Admin (MCR).
Department Head (MCR) has following two sections :
 Chief Administration Section.
 Chief Personnel & Industrial Relation Section.

At PARCO, Human Resource Department is working to
incorporate and prefer better quality of its people in
every field of life. The valuable Human Resource
planning helps to control surprising market position.
The main mission of Human Resource department is to
calculate, evaluate and formulate long run Human
Resource policies to meet new demanding &
diversifying market around the globe in time.

To make the right option, in selection of the people,
whom can be used to invent the most effective policies
which are used to choose the right person for right
place? The reason behind this is to achieve the target of
quality work and increase the overall effectiveness and
yield in not only methodical and sustainable way but
also maximizing the quality of work life.
Major activities performed by Human Resource
Department are as follows:

 Manpower Planning and Recruitment:
PARCO manpower planning enables a department to
project its short to long term needs on the basis of its
departmental plans so that manpower requirements can
be met as per changing priorities.
The number of recruits required in a specified time
frame and the availability of talent.
 Early indications of potential recruitment or
retention difficulties.
 Surpluses or deficiencies in certain ranks or grades.
 Availability of suitable qualified and experienced
successors.

Human Resource Department takes steps to employ staff
as per needs in terms of grades, ranks and the time scale
in which the staff is required.
The general principles underpinning recruitment within
the employee that recruitment should:
 Use procedures which are clearly understood by
the candidates and which are open to public
scrutiny.
 Be fair, giving candidates who meet the
stipulated minimum requirements and equal
opportunity for selection.
 Select candidates on the basis of merit and
ability.
 Recruitment of overseas officers is under taken
only when no or insufficient local candidates
are available.

 PARCO Hiring Policy:
PARCO have clear recruitment and selection policy of
employees. The overall requirement of the jobs and
qualification of the individuals are the determining

factors in the selection and placement of employees. The
Company however, endeavors to bring about and
maintain, as far as possible, a fair balance among
candidates from various provinces.
The policy of the company is to develop and promote its
employees from within the organization whenever
possible. Where there is a deficiency of qualified
personnel within the organization, the company recruits
from external sources.
Recruitments and promotions are carried out to fill
vacancies on the basis of the approved career planning.

Selection Process:
 Job advertisement
 Job application
 Short listing as per criteria
 Reception at employment office
 Selection tests
 Preliminary interview of successful candidates
 Employment interview (Final Interview)
 Offer letter

 Medical examination letter
 Final medical clearance letter
 Appointment letter
 Joining report

CONDITIONS:
 Employment Age:
The persons who have completed the 18 year of age and
not exceeded the age of 60, which is normal retirement
age, are eligible for hiring.

 Re-Employment:
A person terminated from services on charges of
indiscipline, misconduct or unsatisfactory performance
shall not be re-employed.

 References:
PARCO management is authorized to check with
previous employers when an offer is made of
employment. It is a condition of employment that all
successful applicants for any position in PARCO have to

produce references other than previous employer, if
required by the company.

 Pre-Employment Medical Check-up:
Selected candidates must undergo a pre–employment
medical examination with a physician authorize by the
company at different locations or in the laboratory
established in Ibn-e-Sina hospital of PARCO Housing
complex in Qasba Gujrat.

 Probationary Period:
All new employees are employed on an initial
probationary periods as indicated in their letter of
Appointment. After completion of the probationary
period, management informed in writing of either :
His confirmation in the employment.
The

extension

of

his

probationary

performance is not satisfactory).
The termination of his employment.

periods

(if

 Organizational Development:
Organizational Development is a very important Human
Resource Management function. Its objective is to
improve overall productivity and effectiveness by
maximizing individual performance and potential.

 Training and Development:
PARCO Human Resource Departments manage in-house
and outsource trainings for its employees.
PARCO impart on the job trainings to its new inductees.
Training need analysis of all the employee s are carried
out effectively and impart the required trainings to the
employees.

 Employee Relations:
In PARCO the purpose of staff relations is to ensure
effective communication between management and staff
to secure maximum cooperation from staff and to
motivate staff to give their best by ensuring that they
feel fairly treated, understand the overall directionand
values of the employees and those of their departments
and how decisions that affect them, have been made.

The principles that govern staff relations are:
– Staff should be consulted on matters that affect
them.
– Problems and disputes should be resolved through
discussion and consultation.
– The Government should uphold the resolutions of
the International Labor Organization conventions.
– Management should devise and encourage activities
that contribute to staff's well-being.

 HR Share Services:
It includes compensations and benefits, pay rolls, loans
and Time Management System.
These are services which are interlinked with sections
which sometimes not related to HR department directly.
e.g. sometime payroll section belongs to Finance
department and feedback is provided by HR. Also loans
are treated in this way.

Human Resource Management Process inthe
Organization:

Factors That Determine HR Plans

Employment or personnel planning is the process of
deciding what positions the firm will have to fill and
how to fill them. Personnel planning cover all future
positions, from maintenance clerk to CEO. That is why
it is called manpower planning.

It involves many interrelated activities. Employment
planning should be an integral part of a firm’s strategic
and HR planning processes. Plans to enter new business,
build new plants, or reduce costs all influence , the types
of positions, the firm will need to fill.

 Job Analysis:
A job analysis is a systematic exploration of the
activities within a job. It is a technical procedure that is
used to define duties, responsibilities and
accountabilities of a job.

 Job Specification:
The

minimum

acceptable

qualification

that

a

job

incumbent must possess to perform the job successfully
is called as Job Specification.

 Job Description:
A written statement of what job holder does, how it is
done and why it is done is called Job Description.

 Job Evaluation and Compensation;
Jobs ranked in terms of their overall worth to an
organization or compared with jobs in other firms for

purpose of equity.

 Recruitment:
Recruiting is the discovering of potential for actual or
anticipating vacancies.

HRP Process:
HR Planning Process

Forecasting HR Requirements:
It is the strength of mind for the demand of people of
types and skills for given period in the future (may be up
to five years. The estimate also requires some
calculation work for the supply of people whom will be
available for the selected periods. The supply is
composed of two parts.

Step-1
It is estimation of number and type of employees
presently on the payroll, who will be available at the end
of the chosen period?

Step-2
It is that portion which must be recruited extremely.

Employee Recruitment and Selection:
The employee recruitment process begins with an
apparent need to obtain a person performing some job.
Commonly Department Heads submit a written request
to the HR department stating the need and requirements
of the job.
The position should be defined in term of its jobs

description and job specification. This process should be
integrated with the Human Resource plan of the
organization.

Sources of Recruitments:
Recruitment is the development and maintenance of
adequate manpower resource. It involves the creation of
a pool of available labour from which the organization
can draw, when it needs additional employees.
One convenient way of classifying the source of supply
is to divide the source into two categories.

Internal Sources:
When a particular job vacancy is generated then it can
be filled by transferring or promoting one of the
employees available within the company to that post.
If management wants to fill the vacancy from existing
work force, then it can be done through one of the
following three procedures:
Informal Search
Skill Inventory
Job Posting

External Sources:
If there is to be a net addition to the size of the work
force then, of course someone will have to be employed
from outside of the organization i.e. from open market
work force place.
Depending upon management policy, the type of jobs
involves and the nature of labour market, management
have options available for obtaining people from outside
of the organization.
Employment Agencies
Unsolicited Applicants
Labour Unions
School, Colleges and Universities
Advertisement
Employee Referrals

Training and Development:
PARCO Human Resource Departments manage their own
training function and have varying levels of
responsibility to do this effectively. Management
formulates departmental training policies and draws up

training and development plans to support departmental
missions, objectives and values.

Future HR Planning:
PARCO is an organization that is always ahead of its
time and environment. The leadership of PARCO is
aware of the fact that real power lies in continuous
improvement. Using this philosophy they have cha lked
out a road map for PARCO to success.

Conclusions:
Conclusions are often the most difficult part of any
report to write. It is your chance to have the last word on
the subject.
In short, one can say that Human Resource Department
(Services Department) is meant to:
 Assist and hold up in all matters related to services of
employee’s starting from the induction process in the
company to his last day in service and still afar.
 This department is also accountable for maintenance of
service records of employees. i.e. Transfers, postings,
maintain seniority, handling grievances, etc.

 It is the responsibility of this department to facilitate all
employees up to best level as per company policy.
 The significance of the Human Resource can be narrated
by the reality that the developments in human
performance and awareness during beginning of last
century have forced business enterprises worldwide for
penetrating and development in human resource
management.
 Today there is no company in the world, big or small,
which can prosper without good HR setup. It is HR
department,

who

facilitate

and

guide

for

quality

difference from place to place.
It

is

the

creativity,

enthusiasm,

commitment

and

dedication of PARCO Management to develop their
employees.
Their skills are continually getting better due to their on
the job, off job exposure and practical experience,
PARCO can really superb in its field.
Other important feature to make public here is the
conscientiousness share of Corporate Head Quarter in
strengthening of PARCO.

Hr information system report

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