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Name

Tauqeer Ahmed Shaikh

F-Name

Toufeeque Ahmed

Roll No

78

Semester

6th

Department

Specialization ;

Public Administration
Human Resources
(HR)

University

Shah Abdul University

Khairpur Mir,s Sindh

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Organization ;

Oil and Gas

Development Company
limited (OGDCL)

Date of submission:

03-8-2015

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Topics
Acknowledgement
Objective
Executive summary
Overview of organization
HR hierarchy
Department in OGDCL
HRM department

Page Number
3
4
4
4-7
7
8
8-10

Function of HR department

11

Promotion of staff and employees

12

Recruitment and selection

HRIS
Future outlook of OGDCL
Attendance management

13
-

Training and development

Grievance policy
My internship program
SWOT analysis

13-14
14
-

Conclusion
Recommendation
Reference

Table of contents

15
16

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Acknowledgement

All praise to Allah Almighty, the most merciful, the most compassionate, who
enabled me to complete this task.

Especially I am grateful to my loving parents for providing me all sort of moral

and social support in life. Their prayers have enabled me to reach at this stage.
I especially want to pay my gratitude to teachers, department of Management
Sciences Who has enriched, nurtured and groomed me.
I am also thankful to Staff at OGDCL who gave me their precious time and
entertained my queries with full concentration, despite constant daily routine
office work.
Specially, I would like to thanks Hakim Lashari who help me to avail this
opportunity.
Sir Nazir Ahmed (HRO at HRD) who supervise me during Internship
duration.
Sir Azar Ishaq and Niaz wali : who serve a lot of time and effect for us to
guide and teach us during internship at HRD department.
Mohamad Shaffqat Ahmed and kamal Omar at Section department.
Sir Saif and sir Usman at HRIS department
Human resource information system department .
Sir Ahmed Ali At recruitment and selection

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Objectives:
OGDCL is well known regional leading organization in Pakistan. It is
considered as highly successful and profitable organization across all over
country. Being a student of Human resource management my purpose of study
was to learn how organization control over employees and manage them for
better productivity of organization and how human resource activities take place
in the organization like recruiting , hiring , firing ,selection , motivation ,training
and development and performance management of huge hierarchy of
management and employees.

Executive Summary
The Oil and Gas Development Company Limited which have a vision to be a
leading Energy and Petroleum Industry recognized by its people partnerships
and its performance. The rapidly growing company has total man power
strength of 11358 included staff and officers. OGDCL with its core competency
of exploration departments like training institute and marketing and other
departments as well working to achieve its organizational objectives. OGDCL
has discovered more then 66 fields of Oil and Gas. While exploring these
products this company is fulfilling the corporate social responsibility by
building schools and medical centres support rural devolvement program all
over the country by donating in millions of rupees.
During Internship at OGDCL I interact with most of officers and staff of HRM
department. I visited to sub department of HRM work with qualified officers of
OGDCL In comfort and learning environment. Thoroughly I analyse all work
procedure, style HRM practice like Hiring, firing, recruiting, promotion and
performance devolvement, Evaluations, criteria. Procedures and training and
development program of the organization under the supervision of qualified
management.

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There are so many good aspect related to corporation but some flaws are too I
covered critically analyse of organization in my SWOT analyse and briefly
explain my learning while describing about each department. Finally I conclude
and represent some recommendations

Overview of organization
OGDCL Vision
To be a leading multinational Exploration and Production Company

OGDCL Mission
To become the leading provider of oil and gas to the country by increasing
exploration and production both domestically and internationally, utilizing all
options including strategic alliances.
To continuously realign ourselves to meet the expectations of our stakeholders
through best management practices, the use of latest technology, and innovation
for sustainable growth, while being socially responsible.

Company History
Prior to OGDCL
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 47 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

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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
To revive exploration in the energy sector the Government of Pakistan signed a
long-term loan Agreement on 04 March 1961 with the USSR, whereby Pakistan
received 27 million Robles to finance equipment and services of Soviet experts
for exploration. Pursuant to the Agreement, OGDC was created under an
Ordinance dated 20th September 1961. The Corporation was charged with
responsibility to undertake a well thought out and systematic exploratory
programme and to plan and promote Pakistan's oil and gas prospects.
As an instrument of policy in the oil and gas sector, the Corporation followed
the Government instructions in matters of exploration and development. The
day to day management was however, vested in a five-member Board of
Directors appointed by the Government. In the initial stages the financial
resources were arranged by the GOP as the OGDC lacked the ways and means
to raise the risk capital. The first 10 to 15 years were devoted to development of
manpower and building of infrastructure to undertake much larger exploration
programmes.

Initial Successes
A number of donor agencies such as the World Bank, Canadian International
Development Agency (CIDA) and the Asian Development Bank provided the
impetus through assistance for major development projects in the form of loans
and grants. OGDC's concerted efforts were very successful as they resulted in a
number of major oil and gas discoveries between 1968 and 1982. Toot oil field
was discovered in 1968 which paved the way for further exploratory work in the
North. During the period 1970-75, the Company reformed the strategy for
updating its equipment base and undertook a very aggressive work programme.
This resulted in discovery of a number of oil and gas fields in the eighties, thus
giving the Company a measure of financial independence. These include the
Thora, Sono, Lashari, Bobi, Tando Alam & Dhodak oil/condensate fields and
Pirkoh, Uch, Loti, Nandpur and Panjpir gas fields which are commercial
discoveries that testify to the professional capabilities of the Corporation.

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Transition to a self financing entity

Noting the Company's success, due to major oil and gas discoveries in the
eighties, the Government in July 1989, off-loaded the Company from the
Federal Budget and allowed it to manage its activities with self generated funds.
The financial year 1989-90, was OGDC's first year of self-financing. It was a
great challenge for OGDC. The obvious initial target during the first year of
self-financing was to generate sufficient resources to maintain the momentum of
exploration and development at a pace envisaged in the Public Sector
Development Programme (PSDP) as well as to meet its debt servicing
obligations. OGDC not only generated enough internal funds to meet its debt
obligations but also invested enough resources in exploration and development
to increase the country's reserves and production.

Conversion into Public Limited Company

Prior to 23 October 1997, OGDCL was a statutory Corporation, and was known
as OGDC (Oil & Gas Development Corporation). It was incorporated as a
Public Limited Company w.e.f. 23 October 1997 and is now known as OGDCL
(Oil & Gas Development Company Ltd).

Initial Public Offering

Government of Pakistan disinvested part of its shareholding in the Company in
2003. Initially 2.5% of the equity with an additional green-shoe option upto
2.5% of equity was offered to the general public. The said Offer received an
overwhelming response from the general public and was recorded as a landmark
transaction in the history of Pakistans capital markets.

GDR
In December 2006, the Government of Pakistan divested a further 10% of its
holding in the company. The Company is now listed on the London Stock
Exchange since December 06, 2006.
.

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Human Resource (HR) HIRARCHY

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Departments:
Many departments are working in correspondence with every other department I
will discuss only HRM department here.

HRM:

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HRM

department of OGDCL is not doing working as HRM of common

organizations because the most Practice of OGDCL are complex in nature with
other and sub division in HRM is according to as it Requirement and nature of
operation

Functions:
Purpose is to deliver effective and completive workforce in organization.
To develops the coordination among all department in the organization.
Negotiations, execution and administration of Petroleum

company

employees and a staff .

To make the thing and all information regarding to human resource up to
date..
.To run all the operation , practice , polices smoothly it is consider so
important..
Liaison and Co-ordination with fields, refineries, transporters, buyer
companies and other stakeholders.

Other Departments:
Production
Finance
Human Resource
Corporate Affairs & Joint Venture
Exploration
Mud Logging
Data Acquisition System
Process & Plants
Drilling & Reservoir Management

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Medical Services

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HR DEPARTMENTS
AT OGDCL human resource doesnot consist of one department only;
because there are lot of number of employe. To manage such a huge
number of employes of the HR departments is divided in to following
section
HR sections
A
B
C
C
E
F

DESCRIPTIONS
Section A deals administration and medical
Its deal with accounts, audit , procurement
Its deals with employees of plant and process
Its deals with employees of drilling and rigs
Its deal with exploration employees.
Its deal with employes of executive section

Its deal with employees related security and drivers

Number of employees in OGDCL

In organization number of employees are around 11000 and 3052 peoples
are working in daily wages and number of officers is 2604. Many people
in the organization are contract based or working in daily wages.
Employees are consider as 24 HR on duty workers of organization. They
can be called any time of need.

Function of the Departments

During the internship in OGDCL we are introduced by the four sub
department of Human resource management we are asked to visit and
every department for one week in each department.
Sub department in HRM in OGDCL

HRD (human resource development )

Recruitment
Human resource (selection-section)
HRIS

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HRD ( human resources development )

In HRD department only promotion case are followed the promotion and
recruitment criteria of corporation was noticed in 1984 after that many
notifications are issued and its change according to time.
There are five basic component of promotion criteria. Every criteria
contain quantitative analysis of employees in the form of percentages
specific numbers for example
Qualification 15 %
ACR (ANNUAL CONFIDENTIONAL REPORT 25 % )
SENIORITY 5%
EXPERIENCE 15%
PROMOTION CRITERIA IT SHOULD BE ABOVE 40% of dedicated
rating of supervisor or line manager. In this department we met with
Sir Nazir shab who explained about the promotional criteria we explore
the files where record of employees is showed to us. Promotion time is 5
year on the base of qualification , ACR report , seniority , experience
,and result or suggestion by promotion committee.

Promotion for staff and officers.

In ACR departments Sir Azar ishaq and Niaz wali (HRO) make learned about
promotional cases.
In ACR section of human resource department there are two type of evolution
take place one for officer called ACR and second for staff called as PER.
Annual confidential report and performance evaluation report are presented
annually on the first of January to 30 December but it is accumulated for five
year.
In ACR or PER staff and officers are marked as Good , Very Good or average
on the base of ACR and PER marking it is evaluated by quantitative method.
A person whose average number is around 60 considered as recommended
while other is considered as UN recommended. Promotion on the base of ACR
report affects salary and other benefits but not on daily routine assigned tasks.
ACR and PER is marked on the base on Performa which is given to staff and
officers. Department have criteria which was developed in 1984 but after the

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sue in court by the any person whole system get change now bulk curve process
are followed by which promotion can be accelerated.

Recruitment and selection department

In this department we met with AHMED ALI who explained and make learn
about department daily routine work.
Induction process start with the advertisement and candidate apply for desired
jobs. Application are screened in this department by using specific criteria
however some relaxation are given to some people according to company rule
which are given bellow.
Recruiting ( short listing) it is the process of short listing application which are
irrelevant or not fulfil specific criteria which was illegible for advertise job.
2 Deceased employees: after the death of employees the vacancy is offered to
his or her offspring.
3 Re intendments
In 1996 (induction) Benazir Bhutto Shaheed appointed some people to
organization.
4 sacked employees
Act was passed called as SERA employees are departed from the Job which was
illegally appointed by Benazir.
5 Sacked employees reinstatement act pass by National Assembly in 2010
again allow 450 employees to join jobs.

Section department
In this department we get chance to work with Mohammad Shaffqat Ahmed
In this department document and certificates which are provided by the
candidate for job are send to Institute where he study and HEC (Higher
education commission) Irrelevant and fake application are separated from lists.
Section also deal with employees befit program and promotional case related to
pay.

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HRIS (human resource information system)

IN this department we get chance with work with Usman Ahmed. He explained
about Human resource information system.
In HRIS department all date is made computerized by using two software
(Oracle) which was introduced since 2006 in the organization and (FMS )for
dealing pension cases was introduced recently last year.
Oracle have different module which are used in different department of the
organization but HR module is used in HR department. All the computers are
connected to main server in the department. Its deal all sort of data and cases
like training, promotion, experience , posting , family information and cases
,letters, and joining of the New employees. HRIS works start by receiving
letters from the different departments of organization. Oracle software was
introduced since 2006 so this department works continuously to make all new
and previous data computerized. Department have only 16 member they have a
lot of work burden. Its mostly work of running data, and previous data of
employees , pension cases and pay roll of employees. Sir Usman also told our
department is also responsible to answer the question of Secretariat about
quota , No of seats for specific provenience in urgent base so it is not possible to
answer the question by using file system hence HRIS is backbone of
organization so making coordination among the Human resource.

Future Outlook of OGDCL

During the last five decades, OGDCL has covered significant distance. It has
braved myriad challenges to endorse its position in the industry today, such as
earning the coveted status of a self-sustaining and self-reliant organization, and
embracing a progressive corporate culture. No wonder today, OGDCL has
attained the benchmark position as an industry leader, in the Pakistan E&P
industry. OGDCL has a strong vision and passion to contribute to the
development of the Countrys E&P sector and to enhance energy security of
Pakistan. With a formidable presence in the length and breadth of the country,
OGDCL is looking beyond geographical boundaries for E&P opportunities.
Efforts are continuing towards formulation of Joint Ventures with leading E&P
companies both within the country and abroad.
OGDCL has a highly significant role to play in narrowing the yawning divide
between demand and supply of energy in Pakistan. As we step forth to embrace
this daunting challenge, we do it with vision and commitment. We have a
futuristic business strategy in place, which seeks to promote and protect the
interests of all stakeholders-employees, shareholders, partners, communities and
people.

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The Company, equipped with its Strategic Business plan in line with
augmenting energy supply in the Country, has developed strategies to optimize
reserves additions and its production base. With technical prowess in onshore
exploration and production, the Company has changed focus to a more
challenging area i.e. offshore exploration and tight gas reservoirs. OGDCL is
actively participating in national bid rounds for acquiring more acreages and
gearing to participate in International bidding rounds to work towards
international presence in line with its Vision. OGDCL also intends to enhance
its reserves and to focus on, and strengthen core business (E&P) functions by
incorporating international best practices and innovative thinking in Company
culture. In addition, the Company is enhancing corporate goodwill through
focused CSR initiatives for the benefit of the communities that OGDCL
interacts with.

Attendance and leave management system.

Every department in the organization is responsible for its attendance however it
also have electronic access system. Every employees have special card for enter
in the organization it is also source of managing attendance in the organization.

Training and development department.

The purpose training and devolvement to enhance the skill and knowledge of
employees to make them effective workers of organization. OGDCL department
supervisors are responsible for promotion of their staff. All promotion and
degradation are deal in HR department but training of new employees are deal
in OIST which have separate identity. It is responsible to train the new joining
people and offer the training program for present employees.

Organization grievance policy

In the organization grievance of employees are deal by top level manager by
using organization policy and rule. Major case are deal by boards of directors.

The employees working at OGDCL have to follow two kinds of rule.

1.
2.

The rule which are developed by government of Pakistan

Second type of rule implemented in OGDCL are developed by
mutual agreement of CBA ( collective bargaining authority)

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3.

The rule are approved by NIRC and board of directors.

My internship program:
Introduction to Branch where I worked in Human resource
department it consist of 4 sub Sectors which are HRD, HR section,
Recruitment and HRIS during my internship program work under the
so many supervisors and officer .
Sir Nazir Ahmed ( HRO & Internee co coordinator)
During the internship program we briefly learn the work from all sub
department of HRM in the organization , we solved cases, explores files,
analyse data , screening application, learn and read different criterias in
which organization work. Environment in the organization was so
learning for us. We learn a lot under the supervision of qualified staff
and managers.
Swot analysis.
Strength
Only compete oil company
in Pakistan
Most number of employees
Profitable and successful
leading organization
It is only federal business
organization
Employees are generally
satisfied.
very liquidity and profit
earning organization

Opportunity

Weakness
Governmental style of
working
Too much pathetic
environment
Sizing issue also face by
organization
Rules and regulation and
practice are not uniform
Too some extent favouritism
and nepotism is also found.
Strong hold of union in the
organization
Delays in operation due huge
hierarchy of organization
Same daily routine work
after and before promotion
Task never change in
organization even promote in
next grade.
Theatre

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Big opportunity to discovery

Exploration
Great opportunity to develop more
and more there is no other
opponent organization in Pakistan.

Unfair system of
organization
Lacking are theatres for
organization
Over staffing but not right
person for right job.
Less availability of suitable
person for job.

Conclusion
In the light of SWOT analysis of corporation ODGL is well reputed and
one of the leading profitable organizations of Pakistan due to huge
hierarchy of corporation some lacking is also found. It can be controlled
by the top management and mutual cooperation of management and staff.
As per my judgement it is well training centre or learning institute for up
growing business student they can learn more and more ,get experience
and can get opportunity to develops skill and knowledge during working
with highly qualified officers in learning environment of corporation.

Recommendations
OGDCL should adopt the formal style of working and environment
should be formal.
All the polices, practices and procedure should be uniform for all.
Favouritism and nepotism should be avoid in the organization
All the practice of HRM should be on merit base.
Organization
Union hold in the organization should be eradicate or minimize
There should be job rotation in the organization
Supervisor should be strict not so lenient.
Manager should allow to work in other department without any restriction
There are no specific criteria for training internees. Every department
should be given special tasks to students
The HRM Oracle should be more users friendly so that every employee
can access easily or OGDCL should train all employees in basic computer
knowledge

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Contract base employees should be given some extra benefits and

chances for promotion as permanent employee

Bibliography
www.ogcl.com.pk
HRM department
floor 6 OGCL headquarter blue area Islamabad