Pakistan OilFields Limited

Overview
Pakistan Oilfields Limited (POL) is a leading oil and gas
exploration and production company listed on all the
three stock exchanges of Pakistan
Pakistan Oilfields Limited (POL), a subsidiary of The
Attock Oil Company Limited (AOC), was incorporated on
November 25, 1950
In 1978, POL took over the exploration and production
business of AOC.
In addition to exploration and production of oil and gas,
POL also manufactures LPG, Solvent Oil and Sulphur.
POL markets LPG under its own brand named POLGAS.
In 2005, the company acquired a 25% shared in National
Refinery Limited.

To be the leading oil and
gas exploration and
production Company of
Pakistan with the highest
proven hydrocarbon
reserves and production,
and which provides
optimum value to all
stakeholders.

To be the leading oil and
gas exploration and
production Company of
Pakistan with the highest
proven hydrocarbon
reserves and production,
and which provides
optimum value to all
stakeholders.

Vision
Mission
Staffing
Objective: The selection procedures and
employment policies are geared to attract and
retain capable and qualified employees
Policy: It is the Companys policy to promote
from within the organization, wherever
possible to fill higher vacancies.
Recruitment
A request for hiring, to fill an available vacancy
or a new approved position will be made by a
departmental head on prescribed form
Pool of eligible employees are gathered
through:
Press advertisements
Employment Exchange
Contacts with Universities Professional
Institutions and Business Associates.

REVIEW OF APPLICATIONS
Application will first be reviewed by HR
Department after which suitable short
listed candidates are referred to the
department concerned.
CALLING APPLICANTS FOR
INTERVIEW
Short listed candidates will be called for
interviews. The applicant will be advised
the date, time and place of his interview.
He will also be advised his travel and stay
allowances.
PRELIMINARY SCREENING
Candidates are first screened by Manager
(HR).
Results of screening are shown to the
department concerned.
Then they are called for further interview
by the department head

FINAL INTERVIEW
After interview by Manager (HR) and the departmental head concerned the suitable
candidates shall be referred to a selection committee.
Interview Rating Sheets will be prepared separately by each member of the
committee.
Final approval of Chief Executive will be necessary for appointment of all
Management Staff.
SELECTION
The selected candidate will only be inducted into the Company provided the fulfills the
following conditions.
Identity card
A certificate of registration.
References as provided on the application.
All copies of educational certificate.
Documents indicating date of birth preferably matriculation or equivalent certificate.
Offer of employment is however subject of Medical Examination.


MEDICAL
Pre-placement medical examination is arranged and
conducted by Chief Medical Officer at Company Hospital
or through a doctor designated by the Company.
APPOINTMENT
Appointment letter is prepared by HR department and signed
by competent authority.
PROBATIONARY PERIOD
It is the policy of the Company that all newly hired employees
are required to successfully serve a probationary period of six
months.



Training and development
The Company strongly believes in
the creation of a working
environment focused on
encouraging and empowering
employees to contribute to the
Companys success through
personal growth and development

Training and development of
employees is given special emphasis
to equip them with the latest
techniques, skills and information
to enhance their productivity.



ORIENTATION PROGRAM:
The Company systematically introduces a new entrant to:
His work and its place in the entire organization.
His co workers and other associates.
The Company, its policies, procedures, manuals and objectives.
The orientation lasts for a week or so, depending on the position of the
entrant.

TRAINING POLICY
Training and development is a continuous process and is designed to bring
about a change in the attitude of confirmed employees with respect of the
job they are doing, the people around them, the new procedures, techniques
and skills which they can use.


Types of training carried out:

Job instructions training
Health and safety training


Type of development carried out:

Job rotation
Mr. Sadit mentioned that the organizations development is brought
about by assessment of employees attitudes about their jobs.







OBJECTIVES:
To provide all confirmed management employees with opportunities
to acquire knowledge and develop skills through training and self-
development to the mutual advantage of the employee and the
Company

CHARACTERISTICS:
Recognition that an effective system is essential to the Companys
long term future.
Senior Management is committed to and involved in the process.
Managers feel and are held accountable for the development of their
subordinates.
Requires detail planning from the bottom to top.



Motivation
OBJECTIVE
The objectives of Management Appraisal Program are as
follows:
To appraise performance of an employee over the review
period.
To discern his improvement and development needs.
To identify his potential for advancement.
POLICY
POL requires each department Head to methodically appraise
the performance of employees, reporting to him. The
performance should be reviewed objectively and without
prejudice. The performance for prior years should not
influence the current review, and the employees
achievements for a particular period only, are to be appraised.

In order to keep the results unbiased POL needs the
appraisal to be discussed with
G.M and All AGFMs for Senior Management Staff and
G.M
All AGMs and Manager (HR) for Junior Management
staff.
Chief Executive will finally review the recommendations
made by the appraisal committee.
Appraising Performance
The purpose of appraising performance is to determine
how effectively each employee performs his work against
the requirement of his position.

Discerning Development Needs
Identifying Potential for Advancement
While apprising performance in his present job,
the Company has to judge an employees
capacity for advancement in terms of specific
organizational level or functional areas.
This will also help the company in preparing and
maintaining on a current basis an inventory of
ready now and forward replacement candidates
for each management position.
The appraiser is expected to pay due attention
and devote adequate time in completing the
appraisal form objectively and judiciously

Maintenance
Health and Safety:
Internal Hospitals such as POL Hospitals.

External Hospitals from every where.

Health is for the whole family.

It is for employees in every hierarchal level.

Also providers pick and drop service for health purpose, it is only for
medium and high level employees.

They also provide health facility for the person for his whole life.

For safety purposes POL provides medical insurance to high level
employees and to low level on fields.

There are safety officers who work specifically for the safety of the
employees, in the office and on the fields.


Benefits:
Some benefits are given to all employees, such as a car and a driver on
weekend.

Some vary from job to job. Such as High level employees are given a separate
sports clubs etc. They also have separate mess.

Salary increment Employees receive annual increases in their pay typically
receive a percentage increase which is on annual bases it may extend from 3%
to 5% accordingly. Its on the total pay an employee gets in a year.

Provides their employees with proper houses and a safe and a secure society, a
club, which hold several different activities for employees and also a proper
gaming section.

Adjust labor cost to financial results the basic idea is to create a bonus plan
where the POL pay more bonuses in good times and less or no bonuses in bad
times.




Communication:
There is both formal and informal Communication in POL
Formal Communication:

Use Emails
Memos
Personal Phone Calls
Talk Directly to the Person



Informal Communication:

Employees can directly talk to their supervisor.
Employees can communicate with their managers on different
events organized by the company such as Swimming Gala, Sports
events etc.