HR Practices in Pakistan Refinery Limited

Company Profile
PRL

is a hydro-skimming refinery with a capacity of 50,000 barrels per operating day. Process: The process configuration constitutes of desalting, crude distillation, hydro desulphurization, plat-forming and LPG units. Products: LPG, MS Unleaded 90 RON, Naphtha, Kerosene, HSD, JP-1, JP-8, MTT and Furnace Oil.
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Vision & Mission

Vision To be the Refinery of first choice for all stakeholders. Mission
PRL is committed to remaining a leader in the oil refining business of Pakistan by providing value added products that are environmentally friendly, and by protecting the interest of all stakeholders in a competitive market through sustainable development and quality human resources.
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Organizational Chart
BoD

MD & CEO
Board HR Committee Board Audit Committee

CIA

GM (OM &S)

CFO

GM (T&I)

GM (OPS)

GM (P&D)

GM HR&A

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Core Values
1. Responsibilities
Shareholders Customers Employees
To respect human rights. Provide them with good and safe working conditions. Competitive employment terms and conditions.

Society

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Core Values
3. Integrity 4. Team Work

cont.

2. Health, Safety, Environment and Quality

Success of smooth operation of Company begins and ends with team work. Teamwork as a driving force to the path of perfection. Team-based culture is an essential ingredients in the work of a successful organization.

4. Excellence 4. Corporate Social Responsibility

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Employees
Permanent

Management: Non management: Management: Non-management:

230 50 01 06 03 31

Contract Trainees

& GEPs:

Apprentices: Total
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staff:
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321
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Role of HR In PRL

To develop and implement HR policies and strategies. To attract, recruit, develop, retain and maintain a high quality, performing and productive workforce. Resolving differences across organizational boundaries. To ensure transparency, fairness, equity and uniformity in the application and administration of all human resources polices, and optimal utilization of human resources. Play an important role in developing and implementing communication channels.

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HR Committees
1. Human Resources Committee
Three members including the chairman of committee. Three meetings on required / directed basis Role of assisting the BoD in ensuring that the Company is able to attract and retain a professional, motivated and competent workforce. The committee evaluates and recommends salary structure, variable pay, key-position recruitments and succession plans.

2. Recruitment and Selection Committee

Committee consists of managers with diversified experience.
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08/19/11 Bahria Universiyt, Karachi Campus, MBA Responsible for ensuring that the- 4A - WE Company adds only

HR Organizational Structure
Operations & Services

HR

Recruitment & Selection

Industrial Relation

Training & Development

GM HR reports to MD and supervises:

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Recruitment & Selection Training & Development. HR Operation & Services. Industrial Relations. Administration. Medical and Occupational Health. Security
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Responsibilities of HR in PRL
1. HR Operations & Services, deals with:
Compensation and Benefits. Human Resources Information System (HRIS). Day-to-day HR operational matters like transfers, postings and settlement.

2. Recruitment & Selection, responsible for:

Maintaining an active database. Recruitment & selection of high quality employees. Anticipating and forecasting the staffing needs both in terms of numbers and competencies.
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Responsibilities of HR in PRL cont

3. Training & Development, responsible for:
Training & developing staff to fulfill the Company need of competent staff. Designing training program. Developing performance management system.

4. Industrial Relations, responsible for:

Maintaining industrial peace. Managing unionized staff with compassion and fairness.

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HR Policies
HSEQ

Policy HIV& AIDS Policy Driving Policy Conflict of interest Policy Reward Policy Harassment Policy Recruitment & Selection Policy Training & Development Policy
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Man Power Planning

Man

power is planned by each departmental head and forwarded to RLT. RLT comprise of GMs of all department and MD or CEO. RLT consider the need with respect to strategic planning and requirement and recommend hiring. Every year departmental head provide the man power planning to HR.

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Training & Development

Specifically designed training programs to address technical and management skills. Own functional experts are used for technical training. Management skills are imparted by external experts. Extensive on job training for new entrants. Seniors are developed through lateral crossfunctional transfers. Decentralized decision-making. Performance Management System as a development tool.
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Performance Management Companys performance is System a balanced scorecard. managed through

Individuals appraisals are goal based. Appraisals are done as a team exercise aiming to eliminate any bias. Recognition of efforts made by employees through following awards; SPARK Award; reward an employee on the spot. Special Recognition Award; to acknowledge employees contribution to the overall objective of the Company. Long Service Award; to recognize employees long service with the Company, first award on completion of 10 years and then after every 5 years. Seek out and identify prospective management talent in the initial stages of the employment career. Provide opportunity and encouragement for present and prospective management personnel for skill development

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Final Authority of Recruitment and Termination Authority of Recruitment Grade 7 to 11 GM HR Grade 6 to 2 MD or CEO Authority of Termination For all grades MD or CEO ATTRITION /TURNOVER RATE In PRL turn over rate is 0.96 % / year
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Conclusion

PRL has a vast experience of 49 years in Pakistan. During these years the PRL maintains the customers and stake holders trust and making the environment friendly products. The management is delegated to providing full satisfaction to their customers with the core values of responsibilities, HSEQ, Integrity, team work, excellence and CSR. PRL has the strong HR system. HR policies are fully implemented. Performance management system is well established and implemented. Employees are aware about their roles, responsibilities and authorities.
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Recommendations
Although PRL has strong HR system established, but room for improvements always exit there. Few recommendations are:

HR department is not fully authorized to take all the decisions. Though HR department claims to have the overall management of the company , there should be a clear delegation of authority regarding decision making for HR department. Employees were not aware in depth about policies so employees should be consulted while policy formulation stage. Benefits and rewards policy should not be complicated employees dont know the requirements. PRL should increase the recruitment source and improve the selection criteria.
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