Employees Career Development and Training

Jalees-ur-Rehman

Agenda
PARCO at glance PARCO Objective Current Problem/ Challenges Analysis of the Problems Proposed Solution Business Impact of the Solution Recommendations

A Joint Venture of Govt. of Pakistan and the Emirate of Abu Dhabi Pakistan Largest Refinery Crude Oil Refinery 2000 Km long Pipeline Network Marketing Company PARCO Pearl Gas An asset base approaching Rs. 141 billion 1600 officers staff: Engineers, Technologist, MBAs, IT and Accountants.

PARCO Strategy
To maximize Gross Refinery Margin By:
Increasing Operational Efficiency By developing employees Technical & Management skills to improve Business Processes and Operations

Hindrances to Company Strategy

HR strategy is not aligned with the company strategy Employee turn over >20% No career development plan for employees Main reason of turn over No career development plan Employee does not know where he will be after 5 years Increasing gap between young and senior management

Impacts of the Problem

Approx. 70-80% of new trainees leave within 4-6 years No operational efficiency due to newly inducted engineers High Recruitment and Training costs Rs 1.8 million (approx.) High & recurring cost of recruitment & training of new employees High employee maintenance cost Company culture changes with high number of new employees Low motivation and ownership

Proposed Solution
Development of new HR strategy Alignment of HR strategy with company strategy Development of new training department and training facilities Development of career development processes plan Development of relationship with training partners

HR Strategy
To motivate employees to increase trust and stay at company by Decreasing turn over below 10% Developing employees technical and managerial skills by developing internal and external training facilitates. Developing career plan for employees to decide what role and which field he will progress early in his career

Training Department

Career Development Process

Career Development Process

1. Development of 10 years career plan after 2 years of training 2. Highlighting the role, field and position in the future 3. Identification of technical and managerial skills for the role and position 4. Development of Training Plan 5. Setting the bench mark of the performance for the projected role and position 6. Performance evaluation and promotion

Development of Training facilities

Set up of training Labs and centers at Refinery and CHQ Procurement of PCs, multimedia, and video conf. equipment Procurement of technical, process and operation equipment for hands on experience Connecting training facilities with training partners

Development of Training plans & partners

Development of training plan for each year for individual Preparing the technical and managerial training objective Identifying the training partners to availing training services Monitoring the training progress of each employee Recommendations on the basis of performance

Impact of the proposed solution

After proper implementation: Employee stay would increase to 10 years Turn over can be estimated below 10% Recruitment cost would decrease significantly In-house technical can be developed Managerial and leadership skills can be developed with the help of training partners The gap between senior management and young engineers can be filled

Thank You Q&A

PARCO at Glance ...

A Joint Venture of Govt. of Pakistan and the Emirate of Abu Dhabi Pakistan Largest Crude Oil Refinery 2000 Km long Pipeline Network An asset base approaching Rs. 141 billion 1600 officers staff: Engineers, Technologist, MBAs, IT and Accountants.

PARCO Objective

To Maximize Gross Refinery Margin By:

Minimizing Operating Expenses