OGDCL

INTERNSHIP REPORT 2013

OIL & GAS DEVELOPMENT COMPANY LIMITED

Internship Report of OGDCL, Prepared by MR Hakim Ali Shar, worked as HR Intern in Human Resource Department at OGDCL, Blue area Islamabad

OIL & GAS DEVELOPMENT COMPANY LIMITED

INTERNSHIP REPORT Session 2013

SUBMITTED TO

QUAID-I-AZAM SCHOOL OF MANAGEMENT SCIENCES As a partial fulfillment of the requirements for the award of degree of Master of Public Administration SUBMITTED BY HAKIM ALI SHAR M.P.A (Final)

QUAID-I-AZAM SCHOOL OF MANAGEMENT SCIENCES QUAID-I-AZAM UNIVERSITY ISLAMABAD

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ACKNOWLEDGEMENT

All the praises and thanks for almighty ALLAH who is entire source of knowledge and wisdom to mankind and whose uniqueness gave me enough courage ,knowledge and ability to accomplish this research report. Thanks are also to last Prophet Hazrat Mohammad peace is upon him through whom Almighty ALLAH communicated knowledge to mankind and who is forever torch of guidance and knowledge for whole community. I am also thankful to our prestigious institution QASMS and especially to placement cell of the department who made untiring efforts for my official allocation in OGDCL. I am also thankful to honorable teacher Sir Burhan Ali Shah who guided me at each and every level of difficulty and guided me at every step during my internship therefore I could be able to prepare this report under his kind cooperation and supervision. I am also thankful to Manager P&P OGTI, G.M HR, and Manager HR, DCHR coordinator and the entire HROs, Senior Administrators of HR department and whole the staff of organization who gave me their precious time and behaved me not as intern but as a colleague. I really acknowledge all for great efforts, guidance, and supervision and their positive attitude and behavior during whole period of my internship at OGDCL, Islamabad.

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EXECUTIVE SUMMARY This report is a brief of what I have learned at OGDCL as a student internee for my internship project. First of all, I have explored into the companies background of how it was formed, its present situation & future prospects. The objective of the report was to learn about the R&D project and to learn as much as possible regarding the functions of the various sections of the Human Resources department I was rotated to. There is a problem of too much centralization, bureaucracy and lack of skills to cop the present world treats. As per the requirement of the institute Operations Analysis, Human Resources Analysis of companys statements is also carried out. It was also found that the company is strictly adhering to environmental regulations set by the government and the industrys health and safety standards. The structure of the HR department and the chapters of practical exposure and personal learning have been added in this report. In which weekly learned experience and activities of various weeks have been added. What I gained the practical exposure and activities which were being applied in OGDCL, therefore upon the completion of my internship program I could be able to produce the analysis of strengths, weaknesses, opportunities and threats and all these factors have been discussed and analyzed by me in this report. I have mentioned the conclusion of this report which gives brief ending overview of the organization. Ultimately I have given the recommendations and suggestions for the improvement of the demerits and drawbacks of the company which I observed during my internship period

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LIST OFABBREVIATIONS

Acronym Definition P&P OGTI HRO DCHRO HRD R&D E&P IPO HRIS PPL POL CIDA PGCL PRTI JV OMV

Definition

Acronym

Process & Plant Oil and Gas Training Institute Human Resource Officer Deputy Chief Human resource Officer Human resource development Research and development Exploration and production Initial Public Offering Human resource information system Pakistan Petroleum Ltd. Pakistan Oilfields Ltd. Canadian International Development agency Pirkoh Gas Company (Pvt) Limited Petroleum Refinery Training Institute Joint Venture sterr Minerall Verwaltung

HSE HSEQ SCM CB&IR ACR CPC DPC CBA NMG LAP EOL M.D E.D G.M E&D BP IPP

Health and safety Environment Health and safety Environment Quality Supply chain management Combined bargaining and Industrial Relations Annual confidential report Career planning cell Departmental committee Combined Bargaining Agent Non-management group leave on average pay Extra-ordinary leave Managing Director Executive Director General Manager Efficiency and Discipline British Petroleum Industry Partnership Program promotions

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TABLE OF CONTENTS Contents Page #

Cover Page..01 Title Page02 Acknowledgement..03 Executive Summary.04 List of Abbreviations...06 Table of contents..6-7 Chapter #01 Vision, Mission and Core Values of the company08 Introduction.. 08 Objectives of studying the organization..9-10 Overview of the Organization.11 Establishment of OGDC.11 PGCL..12 PRTI....12 Social Responsibility...12 Performance Analysis of Company13 Major Activities..13 Major Oil & Gas Fields..13 Major Concessions..13 Products..14 Main Offices...14 Departments....15 Corporate Departments15 Exploration & Production Departments..16 Technical Services Departments.16 Human Resources Department17

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Future Prospects of OGDCL17

Chapter # 02 Personal working and Learning Experience of 1st Week18-22 Personal working and Learning Experience of 2nd week...22-27 Personal working and Learning Experience of 3rd week...27-30 Personal working and Learning Experience of 4th week...30-37 Personal working and Learning Experience of 5th week...37-39 Personal working and Learning Experience of 6th week...39-41 Chapter # 03 SWOT Analysis of Human Resources Department.42-45 Chapter # 04 Conclusion.46 Recommendations.47-48 Annexure49-51 Bibliography52

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CHAPTER # 01 (VISION, MISSION AND CORE VALUES OF THE COMPANY)

Vision To be a leading, regional Pakistani E & P Company, recognized for its people, partnerships and performance. Mission Statement Our mission is to become a competitive, dynamic and growing E & P Company, rapidly enhancing our reserves through world class workforce, best management practices and technology and maximizing returns to all stakeholders by capturing high value business opportunities within the country and abroad, while being a responsible corporate citizen. CORE VALUES Merit Integrity Team Work Safety Dedication Innovation INTRODUCTION

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Since my area of specialization is Human Resources, the organization I have chosen for internship is Oil and Gas Development Company Limited (OGDCL) a major Oil & Gas Company of Pakistan having Head Office in Islamabad. The company is engaged in Exploration, Drilling and Production of Oil & Gas resources through-out Pakistan. Till-date, OGDCL is owned by the Government of Pakistan and is working under the control of Ministry of Petroleum & Natural Resources. The Government of Pakistan off loaded a portion of its equity equivalent to 5% of the paid-up capital of the company through Initial Public Offering (IPO) in October 2003. In consideration for all the properties, right, assets, obligations and liabilities of OGDCL vested in the Parent Company, 1,075,232,100 Ordinary fully paid shares of Rs. 10 each were issued to government of Pakistan on 23 October 1997. Currently, the government of Pakistan holds 85.02% paid up capital of the Parent Company The functions of the company are to plan, promote, organize and implement programmes for the exploration and development of oil and gas resources as well as production, refining and sale of oil and gas consisting of 13 Technical Departments and 17 Serving Departments; it is the major Oil and Gas Company in Pakistan. The company has achieved all time high net sales revenue of Rs.125.45 billion during 2007-2008, representing 25% growth over last year. OBJECTIVES OF STUDYING THE ORGANIZATION The purpose of the studying the organization is to understand the working environment of organization especially government owned or a Semi-government organization, in my case it is corporation i.e. Oil & Gas Development OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 9

Company Limited. Internship is done for understanding of management perspective and for gaining practical exposure especially in Human Resources Department of OGDCL. The objective of studying the organization is to accustom with organization culture in actual and thereby application of the theoretical situations to the practical organization set-up, assists in analyzing the overall strength, weaknesses and opportunities available to that organization. The study of Organization is the frame work of MPA studies. All the subjects studied are one or the other way related to the various Organizational functions / activities, structure, working environment, leadership, motivations, training and management of the human resource etc. It also provides important aspects of handling the various HR practices related functions like hiring of manpower, preparation of organograms, i.e. organizational matrix, job descriptions, HR policies and the associated statements as required under the companys ordinance and helps students to prepare themselves for the future job requirements / assignments. The salient objectives of studying OGDCL are as follows:To Analyze HR planning, hiring process and how all the functions of Human Resource Management are carried out in the organization. To see how strategic decision are made in a practical setting. To observe the task and authority relationship, existing in the organization. To relate the theoretical concepts with the practical framework practical exposure. for gaining

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To analyze the structure of the Human Resources department with respect to number of employees and HRIS operations. To study the overall structure of organization.

OVERVIEW OF THE ORGANIZATION Prior to OGDCL's emergence, exploration activities in the country were carried out by Pakistan Petroleum Ltd. (PPL) and Pakistan Oilfields Ltd. (POL). In 1952, PPL discovered a giant gas field at Sui in Balochistan. This discovery generated immense interest in exploration and five major foreign oil companies entered into concession agreements with the Government. During the 1950s, these companies carried out extensive geological and geophysical surveys and drilled 240 exploratory wells. As a result, a few small gas fields were discovered. Despite these gas discoveries, exploration activity after having reached its peak in mid-1950s, declined in the late fifties. Private Companies whose main objective was to earn profit were not interested in developing the gas discoveries especially when infrastructure and demand for gas was non-existent. With exploration activity at its lowest ebb several foreign exploration contracting companies terminated their operation and either reduced or relinquished land holdings in 1961. ESTABLISHMENT OF OGDC Oil and Gas Development Company (OGDC) was initially created under an Ordinance dated 20th September 1961 in 1961, as public sector Corporation. The corporation was charged with responsibility to undertake a well thought out and systematic exploratory

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program and to plan and promote Pakistans oil and gas prospects. A number of donor agencies such as the World Bank, Canadian International Development agency (CIDA) and the Asian Development Bank provided assistance for major development projects in the form of loans and grants. Major oil and gas discoveries in the Eighties give the company a measure of financial independence. PGCL A wholly owned subsidiary, the Pirkoh Gas Company (Pvt) Limited (PGCL) was established in 1982 to undertake development of the Pirkoh Gas field located in Dera Bugti Agency in Baluchistan with the assistance of Asian development Bank. PRTI Keeping in view the growing needs of Pakistan's petroleum industry, OGDC established its own Training Institute. Institute offers two-year training programmes for fresh graduate engineers and short duration refresher courses in the fields of Exploration, Drilling, Well Services, Gas Processing, Production and Computing etc. Lately, professionals from foreign oil companies based in Pakistan and the Central Asian Republics have also started attending short courses and seminars on specific technical and management subjects. Institute has numerous facilities that include modern class rooms, auditorium, audio-visual aids, and a huge collection of professional videos, library, drilling simulator and a complete electrical and mechanical workshop for training purposes. Fully equipped laboratories are available for production, exploration and well service courses. Recently the function of research has also been included in the domain of institute and name has been changed to Petroleum Research and Training Institute but now it is called Oil and Gas Training Institute.

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SOCIAL RESPONSIBILITY The company endeavors to be a responsible corporate citizen of the E&P community. Being fully aware of its social obligations, it continues to proactively promote, develop and maintain medical, social and welfare facilities and schemes for the benefit of the local communities affected by its work and presence. These include employment opportunities for locals, construction of roads. In perspective of occupational health and safety standards, the company has designated HSE rules and regulations and those are being implemented properly with the supervision of safety specialists to avoid the accidents on the fields. PERFORMANCE ANALYSIS OF THE COMPANY Oil and Gas Development Company Limited (OGDCL) was established in 1961. OGDCL is major Oil & Gas Company of Pakistan having Head Office in Islamabad. The company is engaged in Exploration, Drilling and Production of Oil & Gas resources through-out Pakistan and the flagship of the countrys E&P sector. The Company is the local market leader in terms of reserves, production and acreage. Major Activities Exploration & Development of Oil & Gas Resources within the country including offshore, Wells Drilled up to up to 31-07-2013: Exploratory Wells Appraisal Wells and Development wells Discoveries (up to 31-07-2013) Major Oil & Gas Fields 287 397 97

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Chanda, Tando Alam, Thora, Sono, Bobi, Pasaki, Lashari, Toot, Chak Naurang, Fimkasar, Dakhni, Sadkal, Rajian, Missa Kiswal, Kal, Dhodak, Missan, Loti, Qadirpur, Nandpur, Uch, Daru, Kunnar, Palli and Pirkoh. Major Concessions Jandran, Dudial, Shahana Fateh Jang, Rachna, Saruna, Zamurdan, Kotra, Zin, Bitrisim, Tando Allah Yar, Nim, Sinjhoro, Gurgalot, Khewari, Nashpa Siahan, Indus Delta-A Bitrism, Bagh, Kohlu & Kalchas. Major Products Crude Oil, Gas, Liquefied Petroleum Gas (LPG), Naphtha, Solvent Oil, Kerosene Oil, High Speed Diesel Oil and Sulphur. MAIN OFFICES OGDCL Head Office is situated at Jinnah Avenue, Blue Area Islamabad and Regional Offices are located in Karachi and Multan. Besides this OGDCL has its Liaison Offices in Hyderabad, Sukkur, and Quetta for operational activities. A Board of Directors comprising twelve Directors, all of whom are nominated by the Ministry of Petroleum and Natural Resources, is responsible for policy related issues. The autonomous Board is headed by a non-executive Chairman and there is a Managing Director/Chief Executive Officer. Following are the main offices located throughout Pakistan: 1. OGDCL Head Office, Jinnah Avenue Islamabad, 2. OGDCL Regional Office, Shafi Chamber, Karachi, 3. OGDCL Regional Office, Multan, 4. OGDCL Liaison Office, Quetta, 5. OGDCL Liaison Office, Sukkur, 6. OGDCL West Wharf Office, Karachi, 7. OGDCL Base Store, Islamabad, 8. OGDCL Base Store, Khadeji, Karachi, 9. OGDCL OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 14

Base Store, Korangi 10. OGDCL Base Store, Kot Addu, 11. OGDCL Base Store, Kot Sarang, 12. Medical Centers, Islamabad, Rawalpindi & Karachi, 13. OGDCL Workshops, Islamabad and 14. Oil & Gas Training Institute, Islamabad. DEPARTMENTENTAL STRUCTURE OGDCL departments can be divided into three broad categories:

Corporate Exploration & Production (E& P) Technical Services CORPORATE DEPARTMENTS 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Administration Department HR Human Resources HRD - Human Resources Development Legal Services Department MD Secretariat Medical Department Communication Department Supply Chain Management Department Finance & Accounts Department Internal Audit Department Strategic Business Planning Department Commercial Department

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13. 14. 15. 16. 17. 18. 19.

Systems Support Material Management Company Board Secretariat Regulation Policy Department Petro Research & Training Institute Joint Venture & Business Development Health Safety Environment & Quality (HSEQ) Department

EXPLORATION & PRODUCTION DEPARTMENTS 1. 2. 3. 4. 5. 6. Exploration Prospect Generation Department Exploration Studies & Research Department Projects Department Reservoir Management Department Production Department Plant Operations - Process Department

TECHNICAL SERVICES DEPARTMENTS 1. 2. 3. 4. Geological Well Supervision Department Geological Services Department Drilling & Allied Services Department Construction & Engineering Support Services Department Workshops 5. 6. Petroserve - Data Logging Department Petroserve - Wire line Logging Department

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7. 8. 9.

Petroserve SCM Department Petroserve - Drilling Department Petroserve - Geophysical Department

HUMAN RESOURCE DEPARTMENT Human Resources Department has been playing marvelous role in the development of the OGDCL. OGDCL has acquired the services of highly qualified professionals like MBAs MPAs, MSCs, MALLB and M.com for its Human Resources Department. Human Resources Department is directly under the administrative control of Executive Director Human Resources. The Executive Director (Human Resources) heads the Human Resources Department. General Manager (Human Resources), General Manager (CB & IR) assist the Executive Director (Human Resources for effective and efficient controlling of OGDCL HR practices. Then there are Managers and below Managers there is a chain of Chief, Deputy Chief, Senior Human Resource Officer, Human Resource Officer, Assistant Human Resource Officer and then staff members FUTURE PROSPECTS OF OGDCL The operational achievements of the company are driven by its strategies of adding oil and gas reserves through accelerating exploration, early development of newly discovered fields and strengthening of oil and gas production base. The company is committed to its strategies, which has enabled us to evolve and grow into what we are today and has served us well in addressing the challenges and uncertainties faced by volatile E&P industry. We are confident that the Company has enough inbuilt resilience

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to weather this volatile industry. The Company recognizes that having right strategies, the right management and the right mindset and attitude is critical in setting the path ahead. We firmly believe that integrity must never be compromised and also believe that both results and the manner in which those results are achieved matter these fundamental beliefs and values form the backbone of our business approach. CHAPTER # 02 PERSONAL LEARNINGS AND EXPERIENCE LEARNED IN THE ORGANIZATION PERSONAL LEARNING AND WORKING EXPERIENCE OF 1ST WEEK 1st week of my internship at OGDCL in Human resources department started as when I joined OGDCL head office Islamabad, first and foremost I visited the office of G.M (HR) Mr. Khan Alam and he countersigned my letter and forwarded to Manager HR and then he sent me to Departmental coordinator officer Mr. Hasrat Hussain for allocation of weeks as per schedule.HR Department of OGDCL consist of following sections, which are mentioned below: Recruitment Department (section) Human Resources section Human Resource Development (section) Discipline Section HRIS Section HR Policy Section In the very first week of internship, I was allocated In Human Resource Development section. This section is managed by Manager HRD and functions of HRD are ACR Maintenance, Promotions, Organizational development, Training and Development (Management Development and Technical), Management continuity plan, Job Evaluation, Performance management, Career Planning and Policy formulation. OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 18

Before this HRD was known by the name of CPC (Career planning cell) but according to definitions given by some HROs, HRD is concerned with promotions of officers and staff, ACR and handling with legal and grievances cases. The HRD section is based on four functional areas which are mentioned below in detail and each area is performed by concerned Human Resource Officer. 1. 2. 3. 4. HRO (OFFICER PROMOTIONS) MR.IFTIKHAR AHMED HRO (STAFF PROMOTIONS) MR. NAZIR AHMED HRO (ACR AND LEGAL CASES) MR. NIAZ WALI KHAN KHATAK HRO (GRIEVANCES) MR.TANVEER AHMED These four HROs are supervised by Deputy Chief Officer MR Iqbal Khan At the very first day of my internship I visited the HRO (Officer Promotions) Mr Iftikhar Ahmed, he told me about HRD setup and then he described his duties which are primarily performed by him. He told me the complete process of promotions of officers is based on following steps: Information is gathered from concerned department and then a list of capable (eligible) employees is prepared according to their seniority cum fitness, then a case of relevant employee in a file is sent to HRD department. The file is forwarded by concerned department to Human resources Officer (officers Promotions) on this step here he analyses and reads the given information carefully. The important factor which plays crucial role in the promotions of officers that is ACR so HRO (officer promotions) demands for ACR of employee form his/her concerned department then DPC (Departmental promotions committee) for further process and finally they make a decision and then it is delivered. At this stage an evaluation sheet (ACR Synopsis) is attached with file in which required marks/scores for the promotion are described and then they evaluate the performance of employees on the basis of this. The important thing in Officer OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 19

Promotions is that sometimes officers are conducted test according to their cadre to measure the performance and then they rate their performance according to obtained scores by each employee. HRO (STAFF PROMOTIONS) MR NAZIR AHMED, He said that my prime duty is to manage and to handle staff promotions. He told me that staff promotions are included till 16 grades. He told me the process through which promotions of staff are carried out. Process is based on following steps: Promotion case is forwarded to HRD by concerned department Seniority claim is viewed in this regard Disciplinary clearance is demanded ACR Synopsis is prepared Finally evaluation sheet is attached with case. He told me the basic components of promotions criteria and their weight age would be as under: 1. 2. 3. 4. 5. Qualifications.15% ACRs....25% Seniority...5% Relevant experience(including outside experience)...15% Assessment by DPC....40% Total 100% He also gave me some views about classifications of job groups; he said that job groups are created by management, in consultation with CBA (combined bargaining agent) with the approval of board of directors. The job groups are classified under following categories for NMG (non-management group) group I, II, III, IV, V and VI. HRO (ACR) MR NIAZ WALI KHAN KHATAK According to views of HRO MR NIAZ WALI KHAN KHATAK, ACR is yardstick to measure the annual target and evaluation of performance of employees in their relevant field. He said that the ACR of employees is sent to me by their concerned departments and HRD department and he said that we cannot make any change or any amendment in OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 20

prepared ACR and I am completely responsible for making ACR synopsis and preparing evaluation sheet, the rest concerned department prepares the ACR according to performance of employees. He showed the original booklet through which performance of employees is appraised and evaluated in which rating system of ACR is mentioned: RATING NUMBERS TOTAL SCORES IN POINTS Very Good 5 400-500 points Good 4 301-399 points Average 3 201-300 points Below average 2 below 201 ACR FOR GRADES EG-V-EG-IX EMPLOYEES is included on booklet in which performance of an employee is evaluated and rated according to mentioned above rating system of ACR.ACR booklet also includes training and development section, in which four areas are included which are Personal development, Managerial/Supervisory skills, Functional Skills, Technical Skills. Finally a signature of employee is taken on it and comments are given by supervisor and he signs on it with official stamp, and then appraises sign on it with date. HRO ACR MR NIAZ WALI KHAN also handles the legal cases of employees. Last but not least section of HRD is HRO (GRIEVAMCES) MR TANVEER AHMED He gave me brief over view about the grievances of redressed of employees and showed me some cases and he gave me the document which include on three sections which are mentioned below: Grievances of the employee Comments given by HRO grievances Finally recommendation is given by HRO COMPOSITION OF DPC (Departmental promotions committee) is based on following officers such as E.D (finance), E.D (Production), and G.M (HR (Operations) and E.D HR

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PERSONAL LEARNING AND WORKING EXPERIENCE OF 2ND WEEK On the 2ND Week of internship I was allocated in HR (Sections) by the coordinator of HR department for 2nd week. Basically HR sections are divided in following sections: SECTION-A, SECTION -B, SECTION-C, SECTION-D, SECTION-E, SECTION-F and SECTION-G On the 2ND day of week I met with Chief HR Officer Mr. Tanveer Anjum (CB&IR) who is the chief of two sections (SECTION-E and SECTION-G) later he sent me to HRO (SECTION-E) Mr.Shoukat Hayat khan, he gave brief overview about the SECTION-E and then he sent me to senior administrator Officer (SECTION-E) Mr. Javed Ahmed for complete information. Mr Javed Ahmed told me that E- SECTION deals with the distribution of personnel files of three departments which are mentioned as under: (1) EXPLORATION (2) ENGINEERING (3) COMMUNICATION He told me that the personnel file of an employee include all the concerned information of that employee from appointment to retirement. The functions and benefits for all sections are same. The benefits which are provided by OGDCL to all employees (including officers an staff) are mentioned following: Fixation of Pay, Re-fixation of pay with promotions, Medical facilities, Maternity charges, Scholarships to their children, Rent for house, Leaves, Transfers and Annual increments Mr. Javed Ahmed told me that Medical facilities are provided by OGDCL as per following structure: Parents will be provided the medical facilities Sons of an employee will be provided till 22 years of age Daughters will be provided till the marriage. OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 22

Maternity charges will be paid to employees on the birth of children at the worth of Rs 4000-6000.Circumcision charges are also paid to an employee at the worth of Rs 500. Scholarships are provided to the children of all employees for vocational and professional education and one child of employee can avail this opportunity at a time, after the completion of previous the next children will be provided the scholarship. Rent expenses for house are also provided to all employees of OGDCL on the basis of their seniority. NOTE: Rent expenses are provided as per following procedure: 60% of the salary is paid to officers and 82% of the salary is provided to staff. Leaves are also provided to all employees of OGDCL as per following structure: i. ii. iii. iv. v. vi. vii. viii. ix. Casual leaves (20 days/year in case of any causality or accident) Encashment/LAP-leave on average pay (4days/month or 48days/year) EOL-extra-ordinary leave (each leave is will be charged equivalent to daily wage from his/her salary) Sick leave (not for staff but only for officers) Iddat leave (4 months) Maternity leave (90 days) Disability leave (in case of accident on the job) Leave on medical grant (few days leave are granted upon the recommendations of higher authorities) Ex-Pakistan leave is granted to all employees for performing umrah or Hajj

Annual and advance increments are granted on the basis of following criteria such as ACR grading should not be below than average and Work and conduct report should be good and satisfactory. Advance increments are approved as per following schedule from time to time such as 18 years service after the appointment then 15 years service later 20, 25 and 30 years service. Such like that interval maintained. On the same day I met with HRO (G-SECTION) Mr. Ghulam Muhammad he told me that G-SECTION deals with the distribution of personnel files of all employees who are OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 23

working in OGDCL in following categories such as, all types of drivers, Security staff up to deputy chief And fire-fighters. On the 2ND day I met with Manager HR, Mr Haji Mukhtar Ahmed, he sent me to HRO (FSECTION) Mr Safiullah he told me that F-SECTION deals with personnel files of chief, duty managers, managers, general managers, executive directors and Managing director or CEOs. Mr Safiullah told me that functions and benefits for all sections are same but there is bit difference in few benefits for officers such as leave structure for officers is as under:
10 days casual leave, 10 days sick leave and 1 earned leave after 15 working days

Two increments are fixed and these are granted upon the completion of 15 years and 25 years service Annual increment is granted as per following criteria: CPI 11% of basic salary and plus ACR Grading points. Maximum. 15% Very good.. 7.4% Good. 6.6% Average....... 5.6% Issuance of petrol and car maintenance allowance is granted in lieu of conveyance allowance 150 liters/month and Rs 3500 charges for driver are granted. In case of own car officer will have to submit registration certificates of car. House building loans are granted to officers in advance and the payment will be recovered in installments by each month of his salary. Others allowances for officers such as utility expenses, servant allowances, residential telephone expenses and briefcase expenses etc. are granted. Sometimes grant of honorarium is granted by M.D which is equivalent to half of basic salary.

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On the 3RD day I met with (HRO B-SECTION) Syed Baddar Abbas Rizvi he told me that B-SECTION deals with following departments: Accounts, Audits and store and procurements now called SCM (supply chain management). Therefore B-SECTION deals with distribution of personnel files of all

those employees who work in mentioned above departments. He further told me the grading structure which is shown below: NMG I---------------------------------------------------------------------NMG16 (All are staff) EG I---------------------------------------------------------------------------EGV (All are officers) EGV----------------------------------------------------------------Chief and above till M.D/CEO Hence B-SECTION deals with staff and officers till EGV grade. On 4TH Day I visited the A-SECTION and met with HRO (A-SECTION) Mr Umar Kamal, he sent me to senior administrator Miss Shugfta Nawaz she told me that A-SECTION deals with personnel files of administration including HROs, DCHROs, superintendents, junior administrator, LDCs (lower division clerks, Naib Qasid, Helpers, Record sorters, sanitary workers, barbers, washer men and medical staff (doctors, nurses and vaccinators). On the Last day of week I visited the SECTION-C and met with HRO (SECTION-C) Mr. Bakhtiar Khatak and Assistant HRO Mr. Altaf Hussain, he told me that SECTION-C deals with P&P (PROCESS AND PLANT). Moreover SECTION-C deals with personnel files of all technical officers of P&P, All engineers and lower staff of production department. He said that there are 30 plus departments in OGDCL related to P&P and 550 Officers are working in this department. There are approximately 1900 files of staff of production department also dealt in this department.

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On the same day I met with HRO (D-SECTION) Mr. Muhammad Naeem, he told me that D-SECTION deals with personnel files of officers of only production department, drilling operations, drilling services, well services, Rig maintenance and logistics. There are 1700 personnel files are dealt in this section. In the perspective of benefits therefore benefits are same for all sections but here all the technical personnel are provided with technical allowance the rest are same functions. PERSONAL LEARNING AND WORKING EXPERIENCE OF 3RD WEEK On the 1ST day of 3rd week I was allocated in Recruitment department of HR department by in charge of recruitment department. He sent me to HRO (Recruitment), Mr. Malik Javed Iqbal Awan he said that manpower is the biggest asset for OGDCL. He said that our first priority is to recruit the right person at the right job at right time therefore we pick the suitable person through formal procedure. He further told me the Recruitment process which is carried out in the recruitment and selection of employees in OGDCL. He said that there are many departments of OGDCL and sections which are called HRsections of HR department. Suppose that HR section-E which is concerned with Exploration and engineering department this section identifies the necessity of manpower suppose 5 positions are vacant for the posts of Production engineers, now this department will contact with HR Recruitment department for the requisition, this information will be sent to M.D/C.E.O for approval when it is approved by M.D then Recruitment draft is prepared including: Name of the post Requisite qualification Requisite experience OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 26

And Minimum age. Later this draft sent again to M.D for further process and signature. After the signature of M.D the same draft is sent to Recruitment department for publication. Then applications for jobs are gathered and reviewed and only recommended (shortlisted) candidates are for written tests. Written tests are conducted by OGDCL itself and sometimes this task is assigned to Testing services agency like NTS, Later interview is conducted by board/panel and this panel is constituted by higher authorities of OGDCL. Candidates performance is measured according to following schedule: Written test.... 30 marks Experience..... 30 marks Qualification...... 30 marks Interview....10 marks Total score 100 marks

Then merit list is prepared and following schedule shows the procedure of allocation of seats on the basis of regional quota: process is mentioned below; Merit .... 7.5% Punjab .. 50% Sindh .... 19% KPK .....11.5% Balochistan 6% Fata 4% AJK .... 2%

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Then selected candidates are physically examined then Executive summary of selected candidates are forwarded to M.D/C.E.O and acceptance letter is sent to concerned department. Later joining letter is issued to selected candidate and when he/she join the field or office then confirmation letter is sent to HR department. Finally a file of that employee is submitted to HR department and it forwards to relevant HR section. On Wednesday 3rd day or 3rd week HRO (Recruitment) sent me to senior administrator, Mr. Muhammad Zia Malik who was managing the cases of SACKED EMPLOYEES REINSTATEMENT and DECEASED EMPLOYEES QUOTA. Actually this department is also part of Recruitment Department. He told me that terminated employees are called Sacked employees and he told me the ways that how these employees are reinstated. He told me that there were many appointments made in the government of PPP in 1/11/19993 TO 1/30/1996 and when other government came then this government terminated all the employees who were appointed from government of PPP. PROCESS OF REINSTATEMENT Sacked employees will have to submit an application within 90 days in the department of recruitment (Reinstatement and deceased employees) then this department send the case to M.D/C.E.O for approval of settlement/enactment and when approval is made by M.D then it is implemented and sacked employees are reinstated as per this procedure. Second function of this department is to handle with the Deceased employees Quota for their children. There was created an agreement in 1987 for dealing with such cases, according to this agreement, if an employee is deceased on the job then same category of

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job will be provided to his son/daughter on the contract of 1 years probation but qualification will be checked. PERSONAL LEARNING AND WORKING EXPERIENCE OF 4TH WEEK According to allocation of my internship program in HR department therefore I was allocated in Discipline Section for 4TH weeks internship and I met with DCHRO (Deputy Chief Human resource officer) Mr. Haroon Rasheed of Discipline Section who is currently in charge of this department and Mr. Haroon Rasheed sent me to Senior Administrator/Assistant of Discipline Section Mr. Muhammad Ismael he told me that in perspective of Disciplinary rules of OGDCL, (E &D (Efficiency and Discipline RULES 2002) are currently being carried out for handling with acts and procedures to conduct the actions against breach of any rules and regulations. The Following terms are used in discipline sections which are mentioned as under: Accused Authorized officers Authority Misconduct ACCUSED: It means a companys servants on which allegations are charged against whom action is taken under these regulations. AUTHORITY: It means a board or an officer designated by it to exercise the power of authority under these rules. AUTHORIZED OFFICER: It means an officer authorized by authority to perform functions of an authorized officer under these rules. MISCONDUCT: It means a conduct prejudicial to good order or service discipline or contrary to company services or unbecoming of executive or any other employees or involvement or participation for gain either directly or indirectly in industries, trade or speculative transactions or abused of official position to gain undue advantage of

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assumption of financial or other obligations to private institutions or persons which may cause embarrassment in performance of official duties or functions. PENALTY: Penalty is a fine which may be imposed under this rule. Instances of Misconduct: The following acts shall be considered as misconduct:1. Willful insubordination or disobedience, whether alone or in combination with others to 2. 3. 4. 5. any lawful and reasonable order of superior. Theft, fraud or dishonesty in connection with the company business or property. Causing damage to any property of the company. Taking or giving bribes or any illegal gratification. In-efficient or ceasing to be efficient for any reasons or being guilty of habitual late

attendance and habitual absence without leave or without sufficient. 6. Continuous absence without permission and without satisfactory cause or willful absence for more than 10 (Ten) days. 7. Habitual breach of any law applicable to the establishment. 8. Habitual of negligence of work. 9. Illegal strike of work either singly or with others in contravention of any statue, law, rule and company and rules framed from time to time and for the time being in force, or inciting any employee wile within the precincts of the company to strike work. 10. Drunkenness, fighting, riotous, disorderly or indecent behavior. 11. Taking part or suspected of being engaged in subversive activities or reasonably suspected of being associated with others engaged in subversive activities. 12. Collection or canvassing for the collection of any moneys within the companys premises for purposes not sanctioned by competent authority. 13. Smoking within the premises of the company in place where it is prohibited. 14. Distribution or exhibition within the premises of the company of any newspapers, hand bills, pamphlets, or posters without the previous sanction of the competent authority. 15. Refusal to work on another job, or at any of the company establishment and offices or carry out other duties entrusted by superior authority, provided that the job relates to the employee. 16. Holding meeting in the premises of the company without the previous sanction of the competent authority. OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 30

17. Gambling within the premises of the company. 18. Habitual in-discipline. 19. Writing anonymous letters. 20. Threatening or intimidating any employee within or outside the premises of the company. 21. Abetment or attempt at any of the above acts of misconduct. 22. Willfully giving low production or poor performance continuously. 23. Submission of appeals, representations or applications etc. or application without laid down channel in this regard and 24. Corrupt or may reasonably be considered as corrupt because:i. He or any of his dependent or any other person, through him or his behalf, is in possession of pecuniary sources or property, for which he cannot reasonably account for, and which are disproportionate to his known sources ii. iii. iv. of income; or He has assumed a style of living beyond his known sources of income; or He has a persistent reputation of being corrupt; or He has entered into plea bargain under any law for the time being in force and has returned the assets or gains acquired through corruption or corrupt v. practices voluntarily; or Engaged or reasonably believed is to be engaged in subversive activities and his retention in service is prejudicial to national security or he is guilty of vi. disclosure of official secrets to any authorized to any unauthorized person and Found to have been appointed or promoted in extraneous grounds in violation of law and the relevant rules/regulations, On 2nd day of 4th week I met with senior administrator Discipline section and he told me about penalties/punishments which are imposed as per E&D (Efficiency and disciplines rules 2002). He described that PENALITIES as the authority may award any of punishments after taking into account the gravity of the grounds for punishment, the previous record of the accused employee and / or any other extenuating or aggravating circumstances that may exist. The following are the minor and major penalties: 1. MINOR PENALTY/PUNISHMENT OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 31

i. ii.

Censure: this is a minor penalty according to E & D RULES 2002 Withholding, for a specific period, promotion or increment, otherwise than unfitness for promotion or financial advancement in accordance with the rules and

iii. iv.

orders pertaining to the service or post. Stoppage, for a specific period, an increment in the time scale; Recovery from pay and allowances of the whole or any part of any pecuniary loss

caused to company by negligence or breach of order. 2. MAJOR PENALTY/PUNISHMENT i. Reduction to lower post or time-scale or to a lower stage in a time-scale. ii. Compulsory retirement. iii. Removal from service. iv. Dismissal from service. Removal from the service does not, but dismissal from service does, disqualify for future employment. In this rule, removal or dismissal from service does not include the discharge of a person. He also told me that how the inquiries are held and conducted in the OGDCL. According to E&D rules an inquiry is described as the competent authority/the authorized officer, as applicable, may order an inquiry against an employee on the grounds of misconduct, after completing the necessary formalities, as required under these rules. INQUIRY PROCEDURE: The following inquiry procedures shall be observed when an employee is proceeded against under these rules. i. In case where an employee is accused of subversion, corruption, or misconduct, the competent authority/authorized officer may require him to proceed on leave or the authorized officer with approval of the competent authority, suspend him, provided that any continuation of such leave or suspension shall require approval of the competent authority after every three (3) months.

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ii.

Competent authority/authorized officer shall decide whether in the light of facts of the case or in the interest of justice an inquiry should be conducted through an officer or

iii. iv. v.

inquiry committee. If the competent authority/authorized officer decides that it is not necessary to have an inquiry conducted through an officer or inquiry committee, he shall:By order in writing inform the accused of the action proposed to be taken in regard to him and grounds of the action; and Give him a reasonable opportunity of showing cause against that action, provided that no such opportunity shall be given where the competent authority is satisfied that in the security of Pakistan or any part thereof it is not expedient to give such

vi.

opportunity. On the receipt of the report of the inquiry officer or inquiry committee or where no such officer or committee is appointed, on receipt of explanation of the accused, if any, the competent authority/authorized officer shall determine whether the charge has been proved. If it is proposed to impose minor penalty, the authorized officer shall order accordingly. If it is proposed to impose major penalty, he shall forward the case to the competent authority along with the charge and statement of allegations served on the accused, the explanation of the accused, the findings of the inquiry officer or inquiry committee, if appointed and his own recommendations regarding the penalty, to be imposed. The competent authority shall pass such orders as it may deem proper. On the 3rd day of 4th week senior administrator/Assistant told me the shot steps for conducting disciplinary actions against accused employees. He said that there are two procedures to deal with cases of accused for disciplinary actions, which have been mentioned below:OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 33

1. INQUIRY PROCEDURE 2. SUMMARY PROCEDURE INQUIRY PROCEDURE: this includes on following steps: Approval of competent authority to initiate disciplinary procedures against the accused on account of misconduct. Issuance of charge-sheet along with statement of allegations duly authenticated by authorized officer. Reply of charge-sheet by accused. Inquiry constituted in case reply found unsatisfactory by the authorized officer. Submission of inquiry report by the inquiry officer/inquiry committee to the authorized officer along with complete findings, conclusions and recommendations. Issuance of show-cause notice by the authorized officer. Reply of show-cause notice by accused. Opportunity of personal hearing is given to accused by the authorized officer. In case the accused found guilty of misconduct, he/she will be imposed minor/major penalty as specified in E&D Rules with the approval of authorized officer. Note: If he/she is not found guilty then his/her charges will be exonerated. APPEAL: - If a person on whom a penalty is imposed shall have the right to appeal to the appellant authority within a specified period as per E&D rules. On 4TH day of week HRO discipline section told me about THE SUMMARY PROCEDURE, summary procedure is included on following steps: Approval of competent authority. Issuance of show-cause notice under summary procedure (dispensing with inquiry) on sufficient grounds. Reply of show-cause notice by accused. Opportunity of personal hearing is given to accused by the authorized officer. Imposition of penalty, in case he/she found guilty on specified grounds.

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He showed me the table of different officers who were supposed to conduct inquiry procedure. For instance the table is shown below which clarifies the difference between authority, authorized officer and inquiry officers.
S.NO 1 EMPLOYEES OF COMPANY Staff from pay scale 116 AUTHORITY AUTHORIZED Manager OFFICER Chief INQUIRY OFFICER EG IEG III Appellant/Review Authority G.M

PERSONAL LEARNING AND WORKING EXPERIENCE OF 4TH WEEK I was allocated as per schedule of 5th week in HRIS (Human Resource information system) and I met with Manager (HRIS) Mr. Baqar Malik for gaining exposure about the functions of HRIS in HR department of OGDCL. He told me the functions of HRIS, which are mentioned below: Data posting Employees record from date of appointment to date of retirement HRMIS (Human Resource management information system) Posting the complete information of an employee for maintaining his/her record. Later he sent me to HRO (HRIS) Mr. Mohammad Faisal for further information and for further practical experience in HRIS Section and I found that there were 5 data entry operators working in this section. HRO (HRIS) told me it was mind frustrating and mind blowing task to manage and record the information of employees of OGDCL. In 2006 OGDCL purchased Oracle Application Software E-business suite in billion rupees, in which complete information of all personnel is stored and updated. Oracle Application software is used here in OGDCL for various modules and it has been categorized in different modules such as HR Module, Finance Module and Marketing OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 35

Module and so on. Therefore HRIS is thoroughly concerned with monitoring, controlling and managing the information of all employees in computerized database system and recorded in main server of the company. The main advantage of this is to free from the risk or loss of data due to fire or other destruction and when I asked him a question regarding the encryption of windows or hard drive where data is stored he said that data of entire employees of OGDCL is stored in main online server and it is safest mode of storage of data of all the employees. Moreover he told me that data processing officers and data entry operators have been given access codes for logging in to this oracle application software for processing no any single individual can log in without access code. All the relevant information of an employee is recorded in oracle application software, suppose when he/she was appointed, how he/she was appointed, either he/she was appointed on the basis of probation or contract. When he/she was promoted it means all the benefits which are awarded in OGDCL including: Pay fixation, Promotions , Experience, Qualification, Seniority duration, Leaves, Transfers, Medical facilities and Scholarships to his/her children. These all benefits are recorded and updated as per modifications in his/her employment profile. Its another advantage is when higher management demands for complete record of 20 employees therefore it was difficult and mind shuffling for gathering complete information about all the 20 employees manually because each personnel file includes on two combined files one is called reporting file and other one is called correspondence file so 40 files will be of the 20 employees so it is abstruse to manage and provide the complete information to required 20 employees data within short time, therefore now it can be managed and provided the complete information of all the employees within few OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 36

seconds because now all the data of all employees of the company has been stored in oracle application software now it needs to enter access code to be entered then just put the employee number and NIC number of required employees then press the enter button you will find complete profile of that employee appeared on the screen. Its another advantage of oracle application is that suppose the administrative staff has put the wrong information manually or some omissions have been made by officers then now it is easy to check and rectify the missing fields through oracle application and its major benefit is that it leaves proof of alteration or modification or entry made by operator with his/her name. PERSONAL LEARNING AND WORKING EXPERIENCE OF 6TH WEEK It was last week of internship and I was allocated in HR-Policy section for learning about what type of policies and procedures are being executed by HR department of OGDCL. Therefore I met with chief HR Officer of policy Section Mr. Talat Haider and he told me that there are strict HR policies and procedures have been formulated and those policies are being implemented properly here in OGDCL, later he sent me to HRO Policy Mr. Mohammad Azhar Khawaja, he told me that Policy department is headed by a manager who look after two sections namely Policy Section and liaison & welfare Section. Basically HR Policy Department is structured as it has been shown below in the ORGANOGRAM of the department: THE CORE FUNCTIONS OF THE POLICY SECTION To maintain updated record of HR Policies To notify decision of the board of directors and help in implementation by providing interpretation/clarification.

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To notify delegations of powers made by managing director to directors, general managers and managers etc. To clarify/interpret company regulations agreement with CBA (Combined bargaining agent) for dealing with unions of the company. To notify grant of bonuses, honorarium, awards etc on approval of competent authority. To examine/ process any other cases assigned to the regulations department by the management. The Policy section also provides necessary help and assistance to all concerned wherever required. Disciplinary cases are dealt with by the concerned authorized officer/ competent authority of various departments. The discipline section scrutinizes and processes such cases where decision of authority is required. CORE FUNCTIONS OF LIAISON & WELFARE SECTION Processing of cases of various matters pertaining to the welfare of welfare/ exemployees and their families for submission to higher authorities for approval, i.e. house building advance, conveyance advance, distress grant, performance of Hajj of staff under labor Quota and donations to various organizations. Processing grievances of employees routed through CBA coordination with NIRC in case of holding referendum for determining the CBA among the registered union. Processing submission of chapters of demands for negation between management and CBA, implementation of memorandum of settlement (MOS) and liaison with ministry of Religious affairs

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Moreover he told me that there are other policies which have been formulated by higher management and carried out by HR Policy section and those policies are mentioned as: Travel and reimbursement policy, Recruitment and selection policy, Promotions policy Training and development policy, Code of ethics and business practices policy, External communication and insider policy, Exit interviews policy, Policy for virus protection, Policy on licensed software , Policy on email services, Policy on internet services.

CHAPETR # 03 SWOT ANALYSIS OF HUMAN REOURCES DEPARTMENT SWOT Analysis is conducted to identify the organizational strengths ( S), organizational weaknesses (W), environmental opportunities (O), and environmental threats (T). Each analysis helps to know that how these elements influence organizational performance. An organizational strength is an internal capability that can be exploited to achieve goals, where as an organizational weakness is an internal characteristics that may undermine performance. An environmental opportunity is a situation that offers potential for helping the organization achieves its goals. In contrast, an environmental threat is an external OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 39

element that can develop into a non-crisis or crisis problem, and potentially prevent organization from achieving its goals.

STRENGTHS

Being Government owned organization; OGDCL is given preference when Government allows any new concession OGDCL has highly professional manpower and offers them very competitive salary packages. OGDCL has established its own gas transmission and distribution network. Computerized networking system is prevailing in the OGDCL. 90% of the locations/fields are online. OGDCL has high caliber training facility structure in the form of OGTI. Highly advanced and modern technology and equipment is possessed by OGDCL. OGDCL has a number of packages in order to hire best profile of professionals and as well as to motivate them in order to extract best from them. OGDCL has huge financial reserves available. Annual bonuses are announced to motivate employees. Enough physical facilities are provided to its employees in the H.O in order to facilitate the performance of its employees. OGDCL has been a highly profitable entity since its creation. Recruitment and Selection process is well designed.

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Specialization is achieved through selecting the personnel on the basis on technical expertise.

WEAKNESSES

Outdated procurement procedures and stores inventory management system of OGDCL undermines OGDCLs performance. No job description concept is prevailing in OGDCL. There is injustice distribution of work among the employees. There is no check and balance to monitor. The rules and regulations are not properly implemented. A lot of time wasted in sending and receiving of documents. Environment is initiative killer Bureaucratic form of administrative setup. Greater distances in hierarchy. Delayed decisions due to prolonged procedures. Ad hoc approach to resolve major issues. Political influence is being exercised for recruitment. Members of Board of Directors are all outsiders, and selected by Government. No concept of Diversification like other oil companies like BP. Investment is only being done in Government securities, as it is Government owned organization.

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Company is unaware of the importance of Marketing in the success of one company. Attitude of the employees towards work is not prudent because of job security factor. They have fair idea that no one can expel them from this organization. There is no check to measure performance of the employees. Annual bonuses are announced for whole organization irrespective of their individual performance, which never motivates people to work.

OPPORTUNITIES

Substantial unproven gas and oil reserves exist in Pakistan. Low cost incur in the exploration of wells. Inflationary trend in the prices of oil in the international markets. Massive consumer market. Ever rising demand of gas due to changing attitude of people. Government incentives to Energy Sector for doing better projects. There is no tough competition faced by OGDCL from any company having the same large setup with such huge finances. Minimum price allowed by the Government at different location is a great support for those fields where price after discount is less than official price. Economies of scale can be achieved by the right sizing of employees.

THREATS

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Being a Government owned organization; Government has maximum interference while deciding its investment policies. Government directs the Company while declaring its dividend. Competition is increasing as Government is attracting foreign investors in this Sector. Global trends are rapidly changing which might affect its performance. Libya and America situation can also have negative impact on Oil and Gas Industry. Any decrease in future oil prices may prove to be a great threat for OGDCL. Fear of unproductive well is a source of threat for OGDCL.

CHAPTER # 04 CONCLUSION & RECOMMENDATIONS CONCLUSION All oil and gas companies, particularly independent operators, have a strong sense of industry. They frequently behave in ways that suggest they consider themselves as co providers as opposed to competitors. In fact, what truly distinguishes many independent is that their strategy is the reflection of the management.

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The quality of an organization is dependent on the quality of its work force. OGDCL has engaged top professionals in Geology, Drilling, Engineering, and Petroleum who are working for the search. OGDCL is producing oil and gas products and meeting the consumption of the countrys requirement, which in turn is providing great support by reducing the import bill of the country. Power generation by IPPs in the country is a major source of energy. Uch Gas field and Panjpir/ Nandpur Gas Fields are the two projects, which have started the supplying Gas to power companies. In this way not only the requirement of electricity of the country is being met but the pro OGDCLs

contribution to the national exchequer in the form of royalty; excise duty, debt servicing, and taxes are huge support as compared to the other state owned organizations. OGDCL entered into new JV agreements in various exploration Blocks with the Government holdings and other foreign Companies, like British Petroleum, OPI, Zaver Petroleum, OMV etc Oil and gas Training Institute (OGTI) is providing training facilities and meeting the requirements of highly trained, motivated, and improved human resources for its internal as well as external professional from various companies. OGTI design and implement programmes to develop and expand the technical and managerial skills of professional that meet the fast changing challenges of the day. A total of about 150 courses in service disciplines are conducted during a year. Struggle is the key to success. The results are the discretion of Allah. Hence hard working and devoted workforce is the most precious asset for an organization. RECOMMENDATIONS & SUGGESTIONS

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For the hopeful results, achievements and to overcome these weaknesses and drawbacks, I want to suggest their practical steps and to improve the existing practices. In order to improve the quality of human resource by enhancing their technical, communication skills and provide training in their related fields of expertise. Compensation and promotions should be performance based rather than seniority or favoritism. There should be informal communication among the superiors and sub-ordinates by arranging tea party once in four months or six months and in this way the distance among them will be reduced. As a result employees efficiency can be enhanced. Performance based compensation system should be introduced within the organization Clear job description is needed so that employees know about their duties and complete them with honesty and fairness. Restructuring of the whole organization is needed for rightsizing as there is overstaffing. Hierarchy levels should be reduced in order to improve interaction, communication and coordination at each level. Decision making and authority should be delegated to a certain extent for reducing delayed procedures and saving time. OIL & GAS DEVELOPMENT COMPANY LIMITED, ISLAMABAD Page 45

OGDCL should emphasize on reducing production cost and optimizing productivity by introducing new technology and employing skillful human resource. Engineers should be inducted in OGDCL after conducting proper test and interview on merit basis. Company should focus on operational effectiveness and quality of human resource assets.

ANNEXURE & TABLES

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ORGANOGRAM OF THE ORGANIZATION

MANAGING DIRECTOR

BOARD OF DIRECTORS

COMPANY SECRETARY
E.D FINANCE E.D JV/ SCM

CHIEF STAFF OFFICER

E.D ADMIN E.D PETROSERV GENERAL MANAGERS E.D HUMAN RESOURCES

GENERAL MANAGERS

GENERAL MANAGERS

GENERAL MANAGERS

GENERAL MANAGERS

MANAGERS

MANAGERS

MANAGERS

MANAGERS

MANAGERS

CHEIF ACCOUNTANTS

CHIEF (CORPORATE)

CHIEF (ADMIN)

CHIEF ENGINEER

CHEIFS

DY CHIEF ACCOUNTANTS

DEPUTY CHIEF (CORPORATE)

DEPUTY CHEIF (ADMIN)

PRINCIPAL ENGINEER

DEPUTY CHEIF

SR. ACCOUNTANTS

SR. CORPORATE OFFICERS

SR. ADMIN OFFICERS

SENIOR ENGINEER

SR. HR OFFICER

ACCOUNTANTS

CORPORATE OFFICER

ADMIN OFFICER

JUNIOR ENGINEER

HR OFFICER

ORGANOGRAM OF POLICY SECTION

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1. 2. 3. 4. 5.

Superintendent Admin Assistant Junior Assistant Lower Division Clerk (LDC) Daftary

1. Superintendent 2. Admin Assistant 3. Admin Assistant 4. Lower Division Clerk 5. Daftary

NUMBER OF EMPLOYEES OGDCL OFFICERS (REGULAR) STAFF (REGULAR) TOTAL REGULAR OFFICER (CONTRACTUAL) STAFF (CONTRACTUAL) TOTAL COTRACTUAL TRAINEE OFFICER TRAINEE STAFF TOTAL TRAINEE TOTAL (OGDCL) 1,591 8,208 9,799 279 85 364 247 9 259 10,422

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BIBLIOGRAPHY 1. http://www.ogdcl.com 2. http://www.ogdcl.com/about-us/AboutUs.htm 3. http://www.ogdcl.com/operations/Operations.htm 4. http://www.ogdcl.com/about-us/Goals-Core.htm 5. http://www.ogdcl.com/media/Facts.htm 6. http://www.mpnr.gov.pk/gop/index.php? q=aHR0cDovLzE5Mi4xNjguNzAuMTM2L21wbnIvb3JnRGV0YWlscy5hc3B4 7. www.wikipedia.com 8. www.google.com 9. Self observations and experience during internship program 10. Business Recorder News Paper 11. Observer Journals.

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