HUMAN RESOURCE DEPARTMENT OF Sui Southern GAS COMPANY (HUMAN RESOURCE DEPARTMENT OF Sui Southern GAS COMPANY) BACKGROUND

Sui Southern Gas Company, abbreviated as SSGS, was created on March 30, 1989, fo llowing a series of mergers of 3 pioneering energy companies. Sui Gas Transmissi on Company, Karachi Gas Company and Indus Gas Company. Sui Gas Transmission Comp any Limited was formed in 1954 with a primary responsibility of gas purification at the Sui field in Baluchistan and its transmission to the consumption centres at Karachi. Two distribution companies were established in 1955 and were respon sible for the distribution of gas to consumers in Karachi and other towns along the rout of the transmission pipeline between Sui and Karachi. In 1985, these tw o distribution companies were merged to form southern Gas Company Limited and la ter, in 1989, Southern Gas Company Limited and Sui Gas Company Limited were merg ed to form a Sui Southern Gas Company Limited. Now SSGC is a public limited company, listed on the Karachi, Lahore and Islamaba d Stock Exchanges with more than 70% direct shareholding by Government Of Pakist an. It has an authorized capital o RS.10 Billion, out of which RS. 6.7 Billion i s issued fully and paid up and is managed by an autonomous Board of Directors ha ving overall control. Presently SSGC Board has 14 members drawn both from Public and Private sectors. The Managing Director/ Chief Executive is nominated by the Government Of Pakistan and has been delegated with such powers by the Board Of Directors as are necessary to effectively conduct the business of the company. Today, SSGCs infrastructure supports more than million customers. Domestic consum ers comprise the overwhelming majority of those users (98.8%). However, Commerci al consumers represent 1 % consumption and Industrial consumers represent 0.2% c onsumption. INTRODUCTION Human Resource Department (HR): HR department serves as the backbone of any orga nization. It is responsible to manage employees relations, rights, hiring and fir ing, enquiry, compensation and benefits etc. In SSGC, the Human Resource Department is divided in 3 divisions namely Operatio nal, Industrial Relations and Organizational Development and Training. Operation al Department deals with the affairs related to the Executive cadre while Indust rial Relation deals with subordinate cadre. And the Organizational Development i s engaged with HR planning and development. Human Resource Department of SSGC fo llows Equal Employment Opportunity standards and believes that both, male and fema le should be treated fairly while hiring, firing, and training or providing bene fits etc. Main Functions of SSGC HR Department Organizational Development Leave Management Enquiry and Discipline Recruitment Grievance Management Contracts Management Industrial Relations Human Resource Information System (HRIS) Transfers and Postings (Lets briefly discuss about as above mentioned functions) 1. Organizational Development: This section is headed by Mrs. Beenish Qasim, who is the Manager of Organizational Development, also known as, Training and Devel opment. The main purpose of this sub-department/ section was to give trainings t o the employees so that their efficiency and productivity increases. Moreover, t here was a training program named as Succession Planning, in which employees were given trainings for higher positions. 2. Leave Management: Leave Management is also one of the vital sections of HR de partment of SSGC. It is headed by Mr. Waqar Haider. Leave Management, also known

as Absence Management. Employees leave data is managed in SSGC in the software nam ed ORACLE. Leave of executive and subordinate employees is managed. Leave applicat ion should be signed by the concerned departmental head before sending to to HR department to maintain a record of an employees leave. Excess leave is communicat ed to the concerned department by HR manager to let employees know their availab ility o f leave. In SSGC, this is usually done on the month of September. Common leaves sanctioned by SSGC Human Resource department are: Sick leave: Up to 25 days allowance to SSGC employees. Casual leave: Up to 3 casual leaves are allowed to subordinates employees and 5 casual leaves to the Executive employees. Hajj leave: Hajj leave is allowed up to 30 to 35 days, depending upon the years of services or work of an employee in SSGC. Leave without Pay: This is the case, when employees are in need of leave but they have already availed their maximum leaves, so HR department will grant thei r leave but without paying them their salaries. Maximum availability of this typ e of leave is a month but this will need Managing Directors approval. Official visit: Leave issued for the purpose of official visit is for 2 weeks an d leave for official visit requires Managing Directors approval. Official leave: Leaves issued for the Festivals such as Eid, Diwali and Christma s. Availability is maximum 3 days. Maternity leave: This leave is given for 3 months and 3 times in a whole of an e mployees tenure in SSGC. And this leave required an approval of GM Medical depart ment and then goes for verification and maintaining a record at HR department. 3. Enquiry and Discipline: This section is headed by Mr. Sohail Jalil. When misc onduct of an employee is been reported from the any of the department of SSGC, i t has been then sent to HR department to report an enquiry regarding employees be havior and bad relation with other employee(s) in a formal document called Charge sheet. This charge sheet includes; facts of enquiry, acts of enquiry, prosecutio n version, defense version, findings of enquiry and conclusions & recommendation . And after the whole process of enquiry, if employee found guilty, General Ma nager HR will suggest punishments mentioned in the rule books of SSGC; such as s toppage of annual increment for 2 years, demotion for 1 year, Nonpayment suspens ion for 3 months or Dismissal (i.e. Firing) an employee. 4. Recruitment: Recruitment section is headed by Mr. Ali Akbar, who is a Recruit ment Manager. Employees in SSGC are given Grades. Grade 1 Designation held the l east post while Grade 10 Designation held the highest post and after that Board Of Directors are there, which are above Grade 10 and are not ranked according to the grade. SSGC Human Resource Department follows 3 types of Recruitment: Internal Recruitment: This happen through job posting program which inform about openings and required qualification and invite qualified employees of SSGC to a pply. External Recruitment: This happen when HR department advertise the job and quali fications needed in newspapers, business magazines etc so that people from outsi de can apply. Ex-staff Recruitment: This usually happen in rear circumstances, where the compa ny need experience and want the job to be completed safely and in less possible time. 5. Grievance Management: Mr. Waqar Shaikh is head of this section of HR departm ent. This section basically deals with the problems and complains of the employe es in a formal procedure. Mostly he grievances emerged in SSGC are related to pr omotion cycle or promotion on seniority base. When the formal application is rec eived by the Head/ Manager of Grievance Department, he then verify the applicati on then evaluate an employees performance and then take whatever possible steps i n his control to satisfy the person having such grievance. 6. Contracts Management: This section is headed by Mr. Sattar Shahani. This is t he function of HR Department of SSGC because the purpose of this is to make an a greement or signed by both respective parties to work on some contractual basis to meet their obligations in order to deliver the objectives required from the c

ontract. This section was established when Ministry of Oil and Gas put ban on th e hiring of employees, for various organizations that comes under the ministry. So, due to that, SSGC use to take people in for their ongoing projects on contra ctual basis, so to run the projects smoothly without delays. 7. Industrial Relations: This section is handled by Mr. Iqbal Hussain. This sect ion is important because it deals with the relations of Labor Unions, other unio ns. Labor Union in SSGC is named as Peoples Labor Union (PLA). The PLA negotiates w ith the head of this department over Charter of Demands, on agreed terms so that matters regarding union members should be settled. Most of the negotiations hel d are for giving union employees with some benefits and perks, depending on thei r performance. 8. Human resource Information System (HRIS): This section is headed by MR. Fakha r. It is an integrated system, designed to provide information used in HR decisi on making. The main purpose of this section is to maintain a record of data rela ted to Human resource Department. Such as record of employees sent on training, record of new employees hired, record of any employee who did misconduct etc. 9. Transfers and Postings: This section is headed and controlled by Mr. Dinesh Mehta sometimes supervised by Mr. Sattar Shahani. In SSGC, transfer by Human Resource Department takes place in following 6 ways: Disciplinary transfer: Management may use this transfer policy as an instrument to penalize an employee, involved in undesirable activities. Employee is transfe rred from convenient place to far sited remote area as a punishment. Interdepartmental transfer: These transfers are made when one of the sections of particular department facing shortage of employee requirement. The additional e mployees from other sections are transferred to that department in need. Operational request based transfer: These transfers are made on operational requ est, also called Job Rotation. In these transfers, employee gets opportunity to ha ve varied experience of different jobs. Performance based transfer: These transfers are made to motivate an employee. Em ployee is transferred to the convenient and desired place according to his wish due to his previous better performance record. Personal request transfer: Transfers made on personal demand due family reasons and health issues. Political requisition: Transfers made of a particular employee due to his / her political recommendation. Purpose General Purpose: General Purpose of my study is Human Resource Department of Sui Sothern Gas Company. And to be well aware with the fact that how the Human Reso urce Department plays an important role in SSGC