Professional Documents
Culture Documents
Submitted
On: 05-Sep-2010
In: College of Business Management
Course: Human Resource Management
Human Resource Management-Term Report 2010
Dear Reader:
The purpose of this report is to analyze the steps in the creation, development, screening,
selection and recruitment steps of a new Sales Position in Lubricants Business unit of Chevron
Pakistan Ltd, an Oil Marketing Company in Pakistan.
We request you to authorize us to write this report and hope you will find this report very
informative.
Thanks and Regards,
Report Writers
MBA (Exec)
Institute of Business Management
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Human Resource Management-Term Report 2010
MBA Executive
Korangi, Karachi
Dear Madam,
We have completed the report which you authorized us to write this this report is to analyze the
steps in the creation, development, screening, selection and recruitment steps of a new Sales
Position in Lubricants Business unit of Chevron Pakistan Ltd, an Oil Marketing Company in
Pakistan.
The report highlights the HR procedures related to the new position in The Company. This
report proved to be very enlightening, as well as a knowledgeable experience.
We would like to acknowledge and express thanks for the constant guidance extended by you
during the preparation of this report, right from preparation of work plan up to the final
submission.
Report Writers
MBA (Exec)
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Human Resource Management-Term Report 2010
HR Manager
Karachi
Dear Madam:
We have been authorized by our institute to write a report on creation of a New Sales Position in
Chevron Pakistan Ltd. We have completed the report which you authorized us.
In this regard we request you to facilitate us in providing current and historical data for analysis.
Further we would like to have a general discussion with you for having some general
information regarding the Organization.
MBA (Exec)
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Human Resource Management-Term Report 2010
HR Manager
Karachi
Dear Madam:
We would like to acknowledge the help and support extended by you and your team in providing
us the data and insight into Chevron Pakistan Ltd for our report. This data has helped us to
analyze the situation more correctly and guided us towards logical conclusion.
MBA (Exec)
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Human Resource Management-Term Report 2010
CONTENTS
Contents...........................................................................................................6
Summary...........................................................................................................7
Position in Scope...............................................................................................9
Job Analysis.....................................................................................................10
Job Description................................................................................................11
Job Advertisement............................................................................................20
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SUMMARY
Hubco-Narowaal
The main objective would be to tap the emerging IPPs and gain a
sizable share of the lubricants’ volume in this segment along with
expanding the lubricants’ share of Company’s business across other
sectors such as Textile, Cement, Ginning and Construction.
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Human Resource Management-Term Report 2010
Refines
Lubricants
Commercial
Industrial
Consumer
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Commercial Sector
Industrial Sector
Consumer Sector
POSITION IN SCOPE
In the backdrop of the ongoing power crisis in Pakistan, the
Government is responding with the installations of various Power
Plants, more commonly known as IPPs, across different regions. While
the quantity and dispersion of most of those is across all over the
country but much of the concentration is in the South and Central
Punjab region. This can be identified by referring to the following few of
the IPPs
Hubco-Narowaal
The main objective would be to tap the emerging IPPs and gain a
sizable share of the lubricants’ volume in this segment along with
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Human Resource Management-Term Report 2010
JOB ANALYSIS
Job analysis determines the duties and skill requirements of a job and
the kind of person who should be hired for it.
Work Activities
Human Behaviors
Performance Standards
Job Context
Human Requirements
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JOB DESCRIPTION
A Job description is a written statement of what the worker actually
does, how he or she does it and what the job’s working conditions are.
Job Identification
Job Summary
Authority of incumbent
Standards of Performance
Working Conditions
Job Specification
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The “Roles and Responsibilities” section has been specially divided into
components with the division of time required by the job-holder into
various activities.
In the last section “Scope Factors” provided in the end would cover
the “Standard of Performance” section.
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Job Description
New Job
Job Replaced (Title and Pos ID if Titl Pos
Rewrite available) e: ID:
Reporting Reports to and Supervisor Functions refers to described position’s supervisor and
functions of the supervisor:
Supervisor Team Lead, North Punjab and SCPN, Industrial is responsible for lubricants
Functions: sales to Industrial customers, both directly and through Industrial distributors.
Works very closely with Business Support Manager, Technical Support
Specialist, Competency development & Compliance Manager, Technical
Specialist Powergen and District Sales Manager C & I to build and maintain
the profitable business.
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Human Resource Management-Term Report 2010
Function Job accountabilities (what the job does) in concise and clear terms. Avoid
s statements describing incumbent performance.
No. % Key Job Responsibilities
Time
1. 25 Keep Safety, Reliability and Compliance being the foremost priority, must have a
close liaison with Competency development and compliance Manager and
implement initiatives/programs to achieve the LPS (Loss Prevention System)
/OE (Organizational Efficiency) and Compliance objectives and targets.
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4. 10 Develop and enhance industrial customer base & OEM (Original Equipment
Manufacturer) relationships with the aim to gain gaining incremental volumes and
margins:
5. 10
`Describe Work
any closely
unique with Business
complexity that Support
should Manager in order to:
be considered when evaluating this
Describe
position: •
Scope Prepare
Factors: investment proposals with high ROCE (Return on Capital Employed) for
potential industrial accounts to capture new customers or to retain existing
Volume
Since accounts
most the sales NOI by the incumbent comesNo
achieved of A&Bthe
through Customers
Distributor appointed by the Company in
Multan, the
KLs/Month • Develop
incumbent would effective
need
USD/Monthto sales
develop a /
close service packages
coordination with
USD/Monthhim for customers
and maintain directand develop
selling at the
same time as well toappropriate action
ensure that the programs
maximum to tap
utilization the Company’s
of the market presence in the marketplace is
• Introduce
ensured. Also since the area isinnovative, value-added
nearly centrally located among services
other territories where Company’s sales reps
125 30 K 21 ( 7 A &14 B )
are working, the incumbent would need to maintain a strong check on the territorial “integrity” of his area so
as to avoid any intrusion of products from other territory into his own.
Sco How big is the job? Use factors relative to this job only.
pe
Employees Supervised: Year of Data 2010
Used:
6. 5 Improve the Chevron brand equity and customer loyalty
Exempt Nonexempt or
Tot or Equivalent, Functio Contra
al • Effectively utilize Technical Seminars/on-site technicalnal
meetings as a customer
ct
Equivale Hourly, Field,
benefit and to strengthen customer relationships
nt Other
• Introduce new products and services to selected, high potential customers
through Technical Seminars
• Provide prompt technical support and ensure timely resolution of all technical
issues
• In coordination with Marketing Manager, introduce Industrial Sector Customer
Loyalty Programs and customer-specific sales promotion schemes to grow the
business
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Human Resource Management-Term Report 2010
Organization
Position Title
Work Location
Job Replaced - Indicate what job(s) this one replaces and indicate job
title and Position I.D. No. if known.
Reporting
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Functions
Guidelines:
Provide percent of time breakout for each major key job responsibility
Scope
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JOB ADVERTISEMENT
For Chevron job is their product; the readers of the job advert are their
potential customers as their normal customer. The aim of the job
advert is to attract interest, communicate quickly and clearly the
essential (appealing and relevant) points, and to provide a clear
response process and mechanism. Design should concentrate on
clarity or text, layout, and on conveying a professional image. Branding
should be present but not overbearing, and must not dominate the job
advert itself. This article relates mainly to designing and writing job
adverts to appear in printed newspapers an magazines media,
although the principles apply to other media and methods. The
information must be communicated effectively one way or another to
the target audience.
Job adverts and recruitment processes usually follow the classical AIDA
selling format: Attention, Interest, Desire, Action.
This means that good job advertisements must first attract attention
(from appropriate job-seekers); attract relevant interest (by
establishing relevance in the minds of the ideal candidates); create
desire (to pursue what looks like a great opportunity), and finally
provide a clear instruction for the next action or response.
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request for a good reason. How did you handle the case?
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In redeployment? Yes / No
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2.
3.
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