In The Name of Allah

Project on GEPCOUniversity of Punjab, GC

2

Human Resource Management

Submitted to: Mr. Ashar Shakeel

Submitted by: Shahzad Waheed(MC09124)Bilal Asmat(MC09120)Hamdan Aslam(MC09136) Muhammad Imran(MC09104)

3

M.COM (2nd Semester)

4

Our Loving Parents and Honourable Teachers

5

ACKNOWLEDGEMENT

First of all we are really thankful to almighty ALLAH, who gave us the strength to work on the project and

complete it in time without any hurdle.

And we are also highly grateful to our honorable teacher Mr. Ashar Shakeel, who provided us the opportunity

to work on this very interesting and knowledgeable topic which will help us to work in any organization in most most

efficient and effective way.

We are also thankful to HR Manager of GEPCO MR. Sadique Who welcomed our visits and provide

necessary information to make our project.

We are also thankful to Manager HRMIS, Admin Superintendent and other employees of GEPCO, who

Helps us in making this project.

6

Executive Summary

This report comprises the HR practice of the Gujranwala Electric Power Company which was incorporated in April 1998 and its Head Quarter is located on GT road near trust Plaza. Basically it is a distribution company which supplies the electricity in districts of Gujranwala, Hafizabad, Sialkot, Narowal, Gujrat and Mandi Bahauddin.

In GEPCO HR department performs the activities of Recruitment and selection, Training and development, Performing appraisal and feedback, Pay and benefits, Labor Relations. It conducts a job analysis by making job description and job specification and then it recruits the candidates from both internal and external sources like rehiring and ads in news papers. Then it selects the desired suitable candidates by conducting test and interviews. Orientation is given to new employees for socialization purpose and a lot of training methods including on job training, lectures, seminars and training centers. There are 8 regional training centers in different cities.

Annual Confidential Report is made in order to appraise the employees in which graphic rating scale method is used. Salary is paid according to Grad system. Grades are from 1 to 22. Promotion is usually given on the seniority-cum-fitness bases. Different Direct and indirect financial payments like bonuses, insurance, pension, medical allowances, and transportation are given to employees. Safety measures are prepared by Safety Department. Different kind of employee benefits like Loans Awarded, Pick & Drop Service, Medical Facilities, Marriage Grant, Scholarships, Free Electricity Supply are also given to employees.

The HR department of GEPCO is not ideal like HR department of large private organizations. There are shortcoming and deficiencies.

7

There is a need of improving the internal control system of the organization and employee’s loyalty towards work must be increased. This can be done by giving performance incentives which are rare in case of GEPCO. Company should consider on overcoming its weaknesses which are seen almost in every department of GEPCO.

8

Table of Contents

Content Page #

Title Page i

Butterfly ii

Project Submission Information iii

Dedication iv

Acknowledgment v

Executive Summary vi

Table of Contents vii

Introduction of the company 8

Vision, Mission, History 10

Organization Chart 11

Departments of the Company 12

Hierarchy of HR department 13

HR Practices of the Company 14

Job Analysis 15

Recruitment And Selection 16

Orientation 20

Training Procedures 21

Performance Appraisals 24

Compensation Management 26

Direct Financial Pay 26

Indirect Financial Pay 31

Employee Benefits 36

Safety Measures 36

Career Planning 37

Flaws in Practices 38

Conclusion 38

Recommendations 38

Glossary 40

References 40

End Page 41

9

Introduction of the Company

GEPCO

O Gujranwala Electric Power Company has been set up over area of jurisdiction and network of former Area Electricity Board, which was created in early Eighties. This is actually the distribution company of Pakistan Electric Power Company (PEPCO).It encompassed the areas of existing Districts of Gujranwala, Hafizabad, Sialkot, Narowal, Gujrat and Mandi Bahauddin.

Gujranwala Electric Power Company was incorporated on 25 April 1998 and obtained certificate for commencement of business on 05 June 1998.

Objectives of GEPCO

Financial Objectives

To improve financial management to maximize utilization of company resources. 

To make the operations of Company profitable.  To generate sufficient cash flows to meet operating and

investment requirements of the Company. 

10

To achieve optimum debt equity ratio which provides financial soundness to company and better return on investment to shareholders.

Technical Operations Objectives

To maintain and develop network that meets consumers demand. 

To reduce line losses by improving line maintenance and metering security. 

To ensure continuity of supply to electricity consumers round the clock.

Commercial Operations Objectives  

To ensure speedy provision of electricity connections to prospective consumers. 

To provide timely and accurate billing to consumers.  To facilitate consumers for timely deposit of bills.  To improve quality of service by taking prompt action on

complaints and redresses of their grievances.

Manpower Planning Objectives

To ensure recruitment of best possible employees in accordance with the operational requirements. 

Train manpower in accordance with their assignments to improve their skills and efficiency. 

To inculcate corporate culture and responsibility.

Procurement Planning Objectives

To procure equipment and material in a transparent manner.  To ensure timely availability of equipment and material.  To make cost effective procurement of materials without

compromising on quality.  To maintain optimum level of stock and ensure efficient

handling of stores to minimize obsolete items.

Success Stories GEPCO Online. Human Resource Management Information Systems (HRMIS

System). Line Losses Information System. Customer Services Management System (CSM System). GEPCO Recruitment Management System. Establishment of Company-wide Data Communication Network.

11

Vision StatementTo make Pakistan Power Sector customer friendly, efficient, able and responsive in meeting tee electric energy requirements of industry, business and domestic customers, and move to an energy sufficient model from the current energy deficient scenario, on commercially viable and sustainable basis, in order to support the high growth economy and to meet the government's objective of "Power for All"

Mission Statement

To Provide Safe, Secure, Accessible and Reliable Electric Power supply to our esteemed Customers in accordance with their varying needs in a cost effective and efficient manner with special emphasis on excellence and innovation.

To acquire or take over those properties, rights and liabilities of the Grid stations of the Pakistan WAPDA and the transmission lines in relation.

History

The Water and Power Development Authority (WAPDA) is a major infrastructure development company owned by the Government of Pakistan. WAPDA was created in 1958 as a Semi-Autonomous Body for the purpose of coordinating and giving a unified direction to the development of schemes in Water and Power Sectors, which were previously being dealt.

WAPDA and GEPCO are the single biggest Public Sector Employers in the country. These two organizations provide employment to about 177,000 citizens of Pakistan. The employees of WAPDA and GEPCO are mostly Electrical Engineers, Civil Engineers, Administrative and Accounts Professionals.

There were eight distribution regions in Pakistan, which were called Area Electricity Board. In Punjab there are five and one in each province. Gujranwala was one of the Area Electricity Board. Area Electricity Board Gujranwala declared in 1977 comprising Gujranwala, Sialkot and Sheikhupura Districts. The building was

12

made in 1974. Creation of Gujranwala Electric Power Company declared on 01-07-1998 comprising Gujranwala, Sialkot, Gujrat, Hafizabad, Narowal and M.B.Din districts.

In 25 April, 1998 Privatization board of WAPDA; the distribution board companies under the company’s ordinance in 1984 with their own Board of Directors Area Electricity Board Gujranwala became Gujranwala Electric Power Company (GEPCO).

13

Organization Chart of GEPCO

Business of the Company

GEPCO distributes the power supply to districts of Gujranwala, Hafizabad, Sialkot, Narowal, Gujrat and Mandi Bahauddin. It is also responsible for collecting the electricity bills, providing new power connection and repairing current connections. And it also works on new lines in its jurisdiction and recovering line losses.

14

SWOT Analysis of the Company

Company itself does not prepare a formal SWOT analysis but after having a discussion with HR manager, he guides us about some strengths and weaknesses.He said that company’s strength is that there is no competitor of the company so any opportunity available in the country in power sector would be for our company and any subsidies, grants, international loans would be for our company.

And where far weakness factor comes, the biggest weakness of the company is its internal control system. There are not strict policies about evaluating the employees and therefore they are not loyal with their work standers. It means one of the weaknesses of the company is agency problem where employees put their benefits ahead of the benefits of the company. And still most of the work is not yet computerized.

Departments of the Company

Main Departments Finance Department Accounts Department HR department Admin department Technical Department Operations Department MIS Cell

15

HR Department of the Company

Structure of Department

Name of HR Representatives

HR Director: Mr. Hashmat ulllah DY HR Director: Mr. Ejaz

16

Director HR & Admin

Manager HRM

Manager L&L

Manager Admin

D.M L&LD.M TMP

D.M RTC

D.M HRM

D.M Security

D.M Transport

D.M A&S

A.M Officers A.M Officials

Admin Officer

D.M PR

HR Manager (Senior Superintendent): Mr. Sadique Superintendent: Mr. Ishaaq DY Superintendent: Mr. Masood Bhatti

Activities HR Representatives

Recruitment and selection Training and development Performing appraisal and feedback Pay and benefits Labor Relations

HR Practices Followed By the Organization

Employement Planning

Planning plays a crucial part in determining the most suitable outcomes of any organization. When any institution feeds the weakness in its performance, it indicated to the human resource department to hire the individuals who can perform their duties so that the weaknesses may be overcome. Almost it is the first basic step of HRM process in which we monitor whether we have any need of employee, what type of would they have, with what capabilities. This step of process refers to the situation that what types of employees, in how much number with which traits required to organization so it directly relates to overall strategies, objectives of that organization. With this initial planning many resources could be saved by wasting in other case if we declare it lately.

Organization put into this situation with organization frame work criteria that is also classified in several steps. Like mission statement, vision statement, its SWOT analysis, and fulfillment of its needs by the labor force.

First of all we take an assessment by this framework whether in how much quantity and how much quality we needed employees in our organization. In short, job description and job specification are set down for the advertisement in the next step of this process of filtration, our current and future needs may also helpful in this regard that the employees of our organization, to which we can say them inventory of employees may develop a culture for new carrying employees and progress for them.

In this so much rapidly growing technical era, the period is so much developed that (HRMIS) has been introduced that is helpful information system in computerized database with all the resources of all employees that what the abilities employee possess, we can

17

determine all the traits from our employees with the required information forms and then convert it into our database system such HRMIS is playing a significant role from the present two decades and saving a lot of times and resources of organization. Here we cannot ignore the importance of succession planning in the process of planning; it is the key factor to motivate the employees. In such planning we create the replacement charts that how we can exchange with the current employees with more efficient employees to get more output from there, this issue refers to the planning is while we can predict that in the near future some employees will depart due to retirement, promotions, transfer, resignations, death, so this plan indicates the situation of concurrent employees in the current period.

Job AnalysisIt is the situation in which we find out the job’s duties, responsibilities and accountabilities and happening of the job as well as the condition they while must be done.

Job analysis encompasses three stands:

Job description Job specification Job evaluation

Job Discription Refers what the employees have to do, under which conditions, how and why it to be done.

Job Specification Indicated the minimum qualification required in the specific field of that job, here we acclaim that the employees having minimum accepted qualification can perform the job more efficiently.

Job Evaluation Means the relative value of each job in the organization i.e. to compare the performance of the employees with the standard of performance.

As far as planning is concerned in GEPCO they also possess HRMIS system that is very well-to-do, they use the Load chart and Gantt chart policies to monitor their current employees, while for the new recruitment of employees is dependent to weaknesses of related are not determining the required outcomes from any of the project, they put into the action the terminology of decision making process, so where there is any deficiency of employees, they plan that by using which method we can recruit the new employees.

18

Their HRMIS department gathers all the information by using computerized processing. This comprehensive system allocates the exact required steps in the required sectors. It reduces the huge burden of hundreds of employees working in HR department. The rate of processing is very hasty being computerized and has not any chance of error at any step while the process works within few days instead of manual HR process as it has a large amount of storage of memory.

Sample Job Ads

19

RecruitmentThe process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs in an organization.

There are two recruitment goals

Recruiting process is used to create the pool of qualified applicants.

Second goal of recruitment is to avoid nonqualified applicants.

Sources of Recruitment

Recruitment is providing qualified candidates in a cost-effective and timely manner while ensuring adherence to the corporate job posting procedure. The recruitment process is selection of sources from the available sources which are:

Internal Recruitment External Recruitment.

In case of GEPCO, both sources are used. They rehire their employees on contract, they promote their existing employees. Their HIRMS cell keep the records of services, location, section posting, training, working etc of employees. Which helps them when to recruit internally. They use news paper and Television ads for external recruiting. They also put job opportunities on their website.

SelectionSelection is the process of choosing from a group of applicants those individuals best suited for a particular position.

Steps in Selection Process in GEPCO

Initial Screening Tests Interviews

Initial Screening Selection Process in GEPCO begins with a initial screening process in which they exclude the individuals who do not meet with the position requirements. For instance, employment & education history, evaluation of character.

They also monitor the applications of applicants whether they are legally and as demand meet the needs of GEPCO or not. But they do

20

not conduct any initial interview about the job description or test. After the initial screening by HR department, GEPCO demand the requisite options to applicant and monitories, if it is meeting.

Tests

In the employment test phase, GEPCO conducts a written test for the Gazette officers as well as the employees with the maximum scale of 12 and under the this limit GEPCO conducts direct practical tests and technical skills of employees these is no any availability of assessment center in GEPCO, while the posting of officers is passed by regional head quarter as per WAPDA house LAHORE.

The Examination of Cell of GEPCO take the test of candidates and tests conducted by them are as follow:

Intelligence test

They mostly conduct intelligence test in which they test the general intellectual abilities of a candidate and measure range of abilities including

Memory Vocabulary Verbal fluency Numerical ability

Aptitude test

They also conduct aptitude test in which they measure specific mental abilities, such as

Inductive and deductive reasoning Verbal comprehension Memory Numerical ability

Motor abilities

They also take test of motor abilities in which they measure motor abilities of a candidate e.g. for the job of Stenographer. It includes

Finger dexterity Manual dexterity Reaction time

Interviews

A procedure designed to obtain information from a person through oral responses to oral inquires.

21

The phase and section of comprehensive interview of officers with higher pay scale is performed in WAPDA Lahore and officers and employees with lower pay scale are interviewed in GEPCO.

Panel interviews

The authority of GEPCO conducts panel interviews in which a group of interviewers questions the applicant. They conducts both structured and unstructured interviews.

Mass interviews

They also conduct mass interviews in which a panel interviews several candidates.

Behavioral interview

Management also takes behavioral interview in which a series of job-related questions that focus on how they reacted to actual situations in the past.

Job-related interview

They give more stress on job-related interview in which a series of job-related questions that focus on relevant past job-related behaviors.

After the perfection and selection of required employees is being selected. GEPCO investigate the complete background history of that employee whether he is involved in any criminal activity or during job in any other organization as well illegally, as well as his provided data matches currently to his background or not.

All these elements are observed and supervised sensitively. And for the higher and sensitive positing of employees, GEPCO and WAPDA acquire the service of police and FIA.

Here the employees are given conditional job offer which is referred to contract or deputation which may vary with the nature of jobs, and within that period, if the employees are performing satisfactory adequate services, the contact may be extended or can be it at permanent basis. Usually, the gusted officers get permanent job early than that of lower not pay scales employees. Before this section, the employees are completely examined median ally and physically, whither he is not patient of any perpetual disease or not.

22

The CEO chief executive officer involves in the selection of such employees selected by GEPCO while the GM selects the Gusted officer and when these all test are found satisfied and the contract of specific employees is too contracted, the is employees then is considered permanent by his job and can do his job efficiently and effectively, than before.

23

Orientation

Orientation

Employee orientation programs provide new employees with the basic background information required to perform their jobs satisfactorily.The HR specialist usually performs the first part of the orientation by explaining basic matters, and then introduces the new employee to his/her supervisor:

1) Introduction of organization2) Related information Job duties3) Organizational issues4) Provide information about Employee benefits

.Socializaition

Socialization is a process to acclimatize new hire in the organization. In order to reduce anxiety the new employee experiences attempts should be made in order to integrate the person into the organization. In socialization organizations guide their new employees to the job and the work group.

Purpose of Socializaition

The employment situation GEPCO socialize its employees in order to make them productive as soon as possible. It provides specific information about the job at early point of time.

Company policies and rules Every job in the organization must be performed considering the guidelines and constraints provided by policies and rules. In socialization GEPCO tells employees about the rules and regulations they must follow during job.

Compensation and benefits Every employee has a special interest in obtaining information about the reward systems. Although all the information is provided in recruitment process but it is necessary to review all the information in socialization stage.GEPCO provide all the information about the reward and compensating systems to their newly hired employee

Corporate culture Socialization helps employees to adjust to the new culture of workplace. Socialization is helping employees to know about

24

the culture of GEPCO through socialization new employees are able to know the rules from dress to way of talk.

Team membership At GEPCO most of the work is done in teams socialization is done to help new hires to know how to work n teams. They emphasize on the importance of becoming a valued member of the organization.

Employee development Socialization helps employees to know what is expected of them and what is required by the firm for advancement in the job via promotion.

Dealing with change Socialization is making the employees able to learn how to deal effectively with change in order to survive in their job. GEPCO is doing that by preparing individuals fir change by developing and expanding their skills

Reduce anxiety In order to reduce anxieties the new employee may suffer GEPCO makes attempts to integrate the person into the organization.

Who Socialize New Hires

HRM Department Supervisor Peers Organization culture CEO

Training ProceduresGEPCO gives training to its new hired and existing employees under different WAPDA programs.

Methods of Training adopted by GEPCO are as follow:

On Job Training (coaching, assignments) Job Instructions Lectures Computer Based Training Refresher Courses Training Centers Seminars Out of Country Institution Learning (For Managers)

25

The performance and efficiency of an organization depends upon the quality of the available manpower. Being conscious of this fact, due importance is being given to the training of WAPDA and GEPCO employees in a very systematic manner. To achieve this objective, the WAPDA has established a number of training institutes. The main areas of training being pursued include; technical, managerial are commercial.

The training program of WAPDA is administered by the office of the General Manager/Chief Engineer (Training) located at WAPDA House Lahore. The functions of this office are;

To propose and implement training policies of WAPDA Staff. To propose and implement policies for departmental

examinations. To coordinate all training activities. To prepare yearly training programs. To conduct all departmental promotion examinations. Notification of training results. Monitoring of training schedules of various training institutes. To look after all administrative and financial matter of training

institutions.

WAPDA Training Insitutes

WAPDA Staff College, Islamabad. WAPDA Engineering Academy (Water & Power), Faisalabad

Thermal Generation Training Center, Guddu

Hydel Training Center, Mangla

Technical Services Group, Lahore

8 Regional Training Centers (RTCs), one at each DISCO

Regioanal Training Centers

8 Regional Training Centers (RTCs) are working at present for providing distribution training. The control of these Training Centres is with GM (Training) through Staff College Islamabad.

a. RTC,Lahore The Sr Instructor/Sr Engr RTC WAPDA near 132 /220 KV Grid Station, Sabaza Zar Scheme, P.O. Awan Town Bund

26

Road,Lahore.b. RTC Faisalabad Regionl Training Centre,

WAPDA, Factory Area, Grid Station,Cotton Mill Road,Faisalabad.

c. RTC Multan The Sr Instructor/Sr Engr Regional Training Centre, WAPDA P.O. Jharian Wala near 132 KV Gid Station Khanewal Road, Multan.

d. RTC Quetta The Sr Instructor/Sr Engr Regional Training Centre, WAPDA Nawa Killi near Zarghoon Road,Quetta.

e. RTC Peshawar The Sr Instructor/Sr Engr, Regional Training Centre WAPDA, Mardan Road, Charsadda Peshawar.

f. RTC Hyderabad The Sr Instructor/Sr Engr Regional Training Centre, WAPDA Old MCP Colony, Jamsshoro, Hyderabad.

g. RTC Gujranwala The Sr Instructor/Sr Engr, Regional Training Centre WAPDA Nandi Pur (Near Power House)Gujranwala.

h. RTC Islamabad The Sr Instructor/Sr Engr, Regional Training Centre, WAPDA, Staff College, H-8/1, Islamabad.

Each RTC has its own independent Training Building with sufficient class rooms, hostel facilities etc. It conducts training for:-

a. LS in supervision, technical, commercial and financial fields. b. General clerks, Commercial clerks, Meter Reader and Bill

Distributor c. Line men and Assistant Line men

The courses conducted are given below:

Sr.No. Course Title Duration Capacity1. Supervision Commercial R.O 2-Weeks 202. L.S. Commercial 2-Weeks 203. L.S. Fundamental of Management 2-Weeks 204. L.S Basic Supervision 2-Weeks 205. L.S. Technical 10 Weeks 206. L/S Accident Prevention 2 Days 207. Line Man 8 Weeks 208. Meter Reader 1 Weeks 209. Bill Distributor 1/2 Weeks 2010. Commercial Clerk 3 Weeks 2011. General Clerk (UDC) 1 Weeks 20

27

12. Assistant Lineman Technical 4 Weeks 20

Internship:

GEPCO offer internship to technical and Non-technical Persons. They prefer mostly persons (students) of public sector for training in their organization.

28

Performance AppraisalsEvaluating an employee’s current and/or past performance relative to his or her performance standards.

Appraising involves

1. Setting work standards.2. Assessing the employee’s actual performance relative to these

standards.3. Providing feedback to the employee with the aim of motivating

that person to eliminate deficiencies.

Reasons

1. Appraisals provide information upon which organization make promotion and salary decisions.

2. They provide an opportunity to review his or her work related behavior.

3. Appraisal helps us to better manage and improve firm’s performance.

Appraising Steps

Defining Job:

Defining the job means making sure you and your subordinate agree on his or her duties and job standards.

Appraise performance:

Appraise performance means comparing your subordinate’s actual performance to the standard that have been set.

Provide feedback:

The performance appraisal usually requires one or more feedback sessions. Here there is a discussion about the subordinate’s performance and progress, and make plans for any development required.

In GEPCO an ACR (Annual Confidential Report) is prepared for each employee by his next senior officer. The ACR style is different for employees with different pay scales. For Employees of grade 15 and below an ACR is used in which graphic rating scale

29

method is used in which employee is rated for each of its trait like Integrity, Initiative and drive, Intelligence, Ability to work under stress and stain, Professional Knowledge, Capacity to organize work, Tact and Cooperation, Amenability to discipline, Ability to command and train his subordinate and ability to deal with public. Employee is rated Outstanding, Very Good, Good, Average, Below Average, Poor.

Sample ACR Forum

(Original GEPCO ACR form will be attached in Hard Copy)

30

Compensation ManagementCompensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees.

Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.

Compnents of Compensation System

Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows:

Types of Compensation

Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity.

Direct Financial Payments

31

Direct compensation refers to monetary benefits offered and provided to employees in return of the services they provide to the organization. The monetary benefits include basic salary, house rent allowance, conveyance, leave travel allowance, medical reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular interval at a definite time.

Basic Salary

Salary is the amount received by the employee in lieu of the work done by him/her for a certain period say a day, a week, a month, etc. It is the money an employee receives from his/her employer by rendering his/her services.

In GEPCO, jobs are evaluated under JOB GRADING method are salaries are given to employees according to grades allotted to them. These Grades are started form grade 1 to grade 22 for permanent employees.

New employees are hired usually as probationer GEPCO hire Officers (Grade-17 and above) on 1-year probation period and Officials or Operations on 3-year probation period for testing his/her abilities. If during probation period employee does not fulfill the requirements of the organization then trial period may be extended or organization may fire the employee from the organization due to his/her unsatisfactory performance. At the end of probation period, if employee’s performance is satisfactory then employee automatically considered to be a permanent employee of the organization.

32

Although workers are also hired on daily wages, work hours, part time.

Promotion

Promotion in GEPCO is based on following factors:

Qualifying Service Professional Qualification Coerces Experience Officer Efficiency Index Work & integrity Selection Board Recommendation

Promotion from grade-17 to grade-18 is on the basis of seniority-cum-fitness. Fitness would be assessed primarily on the officer performance in grade-17. Five years minimum service in grade-17 or as prescribed in relevant Service Rules. Must have obtained a minimum score of 50 marks in accordance with the Promotion Interview Evaluation. Must have obtained a minimum score of 70 marks in “Quality and Output of work” and “Integrity” marks calculated in Promotion Interview Evaluation.

Grade-19 posts are generally supervisory posts. Supervision can be effective if the supervisor has the relevant experience and expertise. Grade-19 officers are also required to make contribution to policy making at the lowest rank of the policy making hierarchy. Promotion from grade-18 to grade-19 is on the basis of seniority cum fitness. Fitness would be assessed on the officer performance in grade-17 & 18. He should Posses 12 years service in grade-17 and above including 5 years in grade-18. For those who join service directly in grade-18, qualifying service is 7 years in grade-18. Must have obtained a minimum score of 60 marks in accordance with the Promotion Interview Evaluation. Must have obtained a minimum score of 70 marks in “Quality and Output of work” and “Integrity” marks calculated in Promotion Interview Evaluation.

For Promotion from grade 19 to grade 20, employee should be well experienced so that the officer can overview the functions performed by the organizations to be headed by him/her with the broader framework of PEPCO overall objectives/activities to ensure smooth and effective Management at the field level. He should Posses 17 years service in grade-17 and above. For those who join service directly in grade-18 or 19, qualifying service is 12 and 5 years respectively. Must have obtained a minimum score of 70 marks in accordance with the Promotion Interview Evaluation. Must have obtained a minimum score of 70 marks in “Quality and Output of work” and “Integrity” marks calculated in Promotion Interview Evaluation.

33

CEs / DGs / Equivalent Officer to GMs should be well experienced so that the officer can overview the functions performed by the organizations to be headed by him/her with the broader framework of PEPCO overall objectives/activities to ensure smooth and effective Management at the field level. He should Posses 17 years service in grade-17 and above. For those who join service directly in grade-18 or 19, qualifying service is 12 and 5 years respectively. Must have obtained a minimum score of 75 marks in accordance with the Promotion Interview Evaluation. Must have obtained a minimum score of 75 marks in “Quality and Output of work” and “Integrity” marks calculated in Promotion Interview Evaluation.

Low level workers can be promoted (or some benefit) by directors if they got 4 or 5 A+ annual confidential reports.

34

PEPCO Promotion Interview Evaluation (IE)

35

Rent or residential facility

Organizations either provide accommodations to its employees who are from different state or country or they provide house rent allowances to its employees. This is done to provide them social security and motivate them to work.

GEPCO provides House Rent Allowance or residential facility to all the employees of the organization. The amount of rent varies from scale to scale.

Conveyance

Organizations provide for cab facilities to their employees. Few organizations also provide vehicles and petrol allowances to their employees to motivate them. GEPCO provides transport facility only to its officers. Following is the complete information about the transportation facility provided to GEPCO employees.

Approved Yardstick Proposed YardstickChief Executive 2-Pajero

1-Car Chief Engineer 1-Pajero

1-Car1-Pajero/4-D P.up/4-D Jeep1-Car

Sec: GEPCO 1-Pajero 1-PajeroDirectors 1-Pajero 1-Pajero/4-D P.up/4-D

JeepDy: Directors/Pool 1-Jeep

2-Vans1-Jeep

Medical Care

“Professional treatment for illness or injury.”

GEPCO provides the basic medical facilities to the employees of GEPCO under the Pakistan WAPDA employees Medical Attendance Rules, 1979. These Rules shall apply to all WAPDA Employees both serving and retired.

Employee’s wife/husband, unemployed legitimate and step children up to the age of 25 years and unmarried and unemployed daughters and parents residing with and dependent on the employee. Parents of WAPDA employees shall be allowed treatment available only in WAPDA Hospital/Dispensary and not otherwise. Only one wife is entitled to avail of these facilities.

Medical facilities will be provided to the employees of the Authority at Lahore and other stations in Pakistan, where WAPDA Hospitals/dispensaries exist. They will be entitled to consult

36

Government Doctors only when advised by the authorized medical attendant/Director General Medical Services.

Employees on extraordinary leave (without pay) when it extends over six (6) months, will not be entitled to avail of these benefits unless the Authority agrees to extend the facilities in cases where illness is directly attributable to the employee’s official duties.

WAPDA Employees in Grade 1-15 will be allowed to draw Cash Medical Allowance during leave, if otherwise admissible except during E.O.L. (Extra Ordinary Leave) when pay and allowances are not admissible.

All retired WAPDA Employees will get themselves registered with nearest WAPDA Hospital/Dispensary under the same procedure as applicable to WAPDA employees. The reimbursement of medical charges to retired WAPDA Employees, duly verified by the WAPDA Authorized Medical Attendant (Medical Officer) will be made by the office from where the retired WAPDA Employees receives pension. Employees who get pension from Banks/Treasury will be attached to a WAPDA Division/Office nearest to the place of residence of the retired employee.

Employees are provided with two kinds of books Green Book and White Book. Green book is issued to employees who avail medical facility and white book is issued to those employees who take cash as medical allowance, number of books issued to employees varies from year to year.

Bonus

Bonus is paid to the employees during festive seasons to motivate them and provide them the social security. The bonus amount usually amounts to one month’s salary of the employee. GEPCO seldom pays bonuses to its employees. It has paid bonus to its employees 3 times in last 7 years.

Indirect Financial Payments

Indirect compensation refers to non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organization. They include Leave Policy, Overtime Policy, Car policy, Hospitalization, Insurance, Leave travel Assistance Limits, Retirement Benefits, Holiday Homes.

37

Vacation Criteria

A period of time devoted to pleasure, rest, or relaxation, especially one with pay granted to an employee

Vacation criteria of GEPCO is as under:

Casual Leaves = 20 per year Earned Leaves = 4-5 per month

Gepco also provides following leaves other than casual and earned leaves.

Recreation leave Leave not due Special leave Maternity leaves Disability leaves Extraordinary leaves (without pay) Leave ex-Pakistan Leave for study abroad/within Pakistan Leave on medical certificate

Insurance

Organizations also provide for accidental insurance and life insurance for employees. This gives them the emotional security and they feel themselves valued in the organization.

38

GEPCO offer GLI (Group Life Insurance) to all of its employees including

Officers Officials Operations

Life insurance is a plan under which large groups of individuals can equalize the burden of loss from death by distributing funds to the beneficiaries of those who die.

The insurance here is centralized and is provided by the State Life Insurance Company. The insurance premium is deducted from the salary of every employee monthly and contributed to a common fund. The management of insurance companies uses the fund in such a way that there is reasonable return on it. The insurance company can pool, share and spread the risk of loss.

Retirement Benefits

Organizations provide for pension plans and other benefits for their employees which benefits them after they retire from the organization at the prescribed age.

Pension is given by GEPCO to all of its employees after their retirement from job against at least 10 years of his/her qualifying services.

Classification of pension

Pensions are divided into four classes:

i. Compensation pensionii. Invalid pensioniii. Superannuation pensioniv. Retiring pension

1. Compensation pension: If a WAPDA employee is selected for discharge owing to the abolition of a regular post, he shall, unless he is appointed to another post the conditions of which are acceptable to him, have the option of taking any compensation pension to which he may be entitled for the service he has already rendered or have the option of taking of accepting another post or transfer to another Division/Organization of WAPDA even on a lower pay, if offered, and continuing to count his previous service for pension. If a WAPDA employee is retired from service under section 17 (I-A) of WAPDA Act, 1958, compensation pension may be allowed to him as would have been admissible to him under the rules applicable to his service or post on the date of such retirement if he

39

had been discharged from service on account of the abolition of his regular post without alternative suitable employment being provided to him.

2. Invalid pension: An invalid pension is awarded on his retirement from WAPDA service, before reaching the age of Superannuation, to a WAPDA employee who by bodily or mental infirmity is permanently incapacitated for further service on production of a medical certificate prescribed in Sub-Rule. A WAPDA employee who wishes to retire on invalid pension, should apply to his General Manager/Chief Engineer or Head of Division who should direct him to present himself before a Medical Board or an Invaliding Committee constituted by the Authority in this behalf for obtaining a medical certificate of incapacity for further service.

3. Superannuation pension: A Superannuation pension is granted to a WAPDA employee who retires or is retired from WAPDA service, on or after attaining such age as may have been fixed as Superannuation age by the Authority from time to time.

4. Retiring pension: A retiring pension is granted to a WAPDA employee who not being eligible for Superannuation pension:(i) Opts to retire after 25 years qualifying service or(ii) Is compulsorily retired from service by the Authority competent to remove him from service on grounds of inefficiency, misconduct, corruption or any other service.

Rate and Scale of Pension: Pension shall be calculated at the rate of 70 per cent of average emoluments on completion of 30 years qualifying service. Where qualifying service is less than 30 years but not less than 10 years, proportionate reduction in percentage shall be made. Any amount of pension in excess of Rs. 1000 shall be reduced by 50 per cent.

Education of children

GEPCO is well aware about the importance of employee’s children education. For this purpose 246 children of employees are awarded financial scholarship amounting Rs.184, 000.

Following is the detail of these scholarships according to class/course.

Sr.No

Class/Course of studies Rates per annual [Rs.]

1 Ist___5th 5002 6th___8th 5003 9th___10th 10004 FA/F.Sc/I.COM/D.COM 1000

40

5 BA/B.Sc/B.COM 20006 MA/M.Sc/M.COM 2000

Teachers Training7 P.T.C 4128 C.T 6529 B.Ed. 930

Engineering/Computer Science

10 Degree 240011 Diploma (B.Tech) 1200

Medical12 Degree 240013 Diploma 1200

Agriculture14 Degree 240015 Diploma 1200

Industrial16 Certificate 36017 Diploma 1200

Misc18 Tibb 60019 P.H.A 60020 Welding 60021 Machinist 60022 M.B.H.S. 60023 L.L.M., Lib.Sc. 60024 ACMA (per term) 60025 Dentistry 1080

WAPDA Shools

The vision of WAPDA Schools / Colleges to provide the WAPDA employee children high quality Islamic oriented education on welfare basis, with special emphasis on making the children a positive contributing community member. Exercise technical control over educational institutions with special emphasis on the following:-

Ensure uniform and quality education. Coordinate the Refresher Courses for teachers during summer

vacations.

Basic Education Policy

All WAPDA Institutions are registered and affiliated with their concerned BISE.

Framing Admission Policy, fee structure etc. as per provisions of instructions by Authority and BISE concerned.

41

Inter transfer / posting of teachers WAPDA / PEPCO. Annual inspection of WAPDA educational institutions and to

send recommendations/suggestions toconcerned.

Liaison with the Provincial Government Education Departments.

Monitoring of educational scholarships. Opening of new schools/up-gradation of existing ones.

Monitor the deficiency of teaching staff and to recruit Trained Graduate Teacher after holding a competition examination.

Dealing with policy matters including syllabi, admissions, fee structure, etc. Inspection of WAPDA Educational Institutions. Ensure teaching standards.

Transfer of teaching staff, settling of seniority disputes, maintaining seniority, promotion and posting of teaching staff of colleges through Director (CM) S&C.

All Secretarial work including correspondence on policy matters with Federal/Provincial Governments, up-gradation of schools, registration of Schools/Colleges with Provincial Government etc.

Overall administrative, technical and financial control of Authority on all WAPDA educational institutions being WAPDA property.

Extra Curriculum Activities

WAPDA takes keen interest in sports and extra curriculum activities in its Educational Institutions and deputes coaches of different games to WAPDA Schools / Colleges under the guidance of these experts the students are learning games.

Employee BenefitsGujranwala Electric Power Company (GEPCO) takes care of its workforce and spends millions of rupees for the welfare and betterment of its employees. The full detail is given below.

Loans Awarded Pick & Drop Service Medical Facilities Marriage Grant Scholarships Free Electricity Supply

42

Safety Measures1. Job Briefing should be made mandatory before start of any

work irrespective of its quantum.2. Ensure use of PPE / T&P to all line staff during execution of

work.3. PTW should be obtained before commencement of any work on

distribution system. PTW must be signed by LM concerned before commencement and completion of any work.

4. Presence of supervisory staff on all major break downs / execution be made obligatory.

5. Safety culture amongst the line staff “not to work without using PPE / T&P in any circumstances” may be promoted.

6. Daily morning assembly should be conducted in the office to emphasize the importance of safety precautionary measures and use of PPE / T&P.

7. No ALM be allowed to work on HT / LT line without proper authority letter.

8. Cell phone should not be used for switching OFF / ON of 11 KV supply or for availing short time interruption of 11 KV supply from Grid Stations.

9. All Service cable joints be secured by taping to prevent any leakage o current in poles.

10. Ensure installation of indicators on duplicate feeders.11. Ensure disconnection of un-authorized duplicate source

of electric supply and installation of charge over switch where generators are in use.

12. Proper work planning be ensured at least one day before commencement of work

13. Newly recruited ALMs be sent for training at RTC before their posting in the field.

14. Physical fitness of the line staff must be kept in view when deputing them on job.

15. LMs attaining the age of 55 years be not allowed on line.16. The supervisor should ensure provision of temporary

earthing at both sides working point before start of work. Line staff should not start the work without confirmation of earthing of the line on both sides of work place.

17. No design deviation be allowed, the substandard and unconventional arrangement be removed from the distribution system.

18. Safety instruction in the shape of pocket card size (already provided by GEPCO) be made available with each field worker which will keep them reminding about the safety measures and precautions to be adopted while working on the system.

19. Ensure provision of search light fitted vehicle to the line staff.

20. Use of ladder by the line crew be made mandatory for attending complains / maintenance.

43

Career PlanningCareer planning applies the concepts of Strategic planning and Marketing to taking charge of one's professional future. Personnel activities like screening, training, and appraising serve two basic roles in organizations. First, their traditional role has been to staff the organization-to fill its positions with employees who have the requisite interests, abilities, and skills.

Increasingly, however, these activities are taking on a second role of ensuring that the long-run interests of the employees are protected by the organization and that, in particular, the employee is encouraged to grow and realize his or her full potential. Activities like personnel planning, screening, and training play a big role in the career development process. Personnel planning for example can be used not just to forecast open jobs but to identify potential internal candidates and the training they would need to fill these jobs.

Similarly, an organization can use its periodic employee appraisals not just for salary decisions but for identifying the development needs of individual employees and ensuring that these needs are met. All the staffing activities, in other words, can be used to satisfy the needs of both the organization and the individual in such a way that they both gain: from improved performance, from a more committed work force and the employee from a richer, a more challenging career.

Career Planning in GEPCO

While each individual on his job in an organization will start planning out his career growth path and crossing the mile stones along the path to finally reach his goals, organization where he works is also responsible to support or to proactively carve his career progression.

Therefore, GEPCO keeps a track on the performance and progress of all the professionals working in the organization.

GEPCO enables their people with the knowledge of the existing and future opportunities and growth avenues that can be pursued and achieved within.

GEPCO also let their people know about what kind of systems and interventions the organizations have to support the attainment of these growth possibilities.

HR department is trying to chalk out well-structured system of career planning in their organizations.

Advantages of Career Planning

44

A well structured career plan in an organization helps it to retain those employees whom the company wants and to motivate them fully to use their potentials, talents and capabilities in the best possible ways.

A good career planning system sends out a message that the organization believes in providing fairness and equal opportunities to all its employees with transparency.

Since training and development of employees is an integral aspect of career planning, it prepares more competent professionals in the organization on an ongoing basis. This is advantageous to the organization as well as the employees.

Flaws in PracticesFirst of HR practices mentioned by the department are not pure. There are shortcomings and deficiencies.

The role of corruption is significant in all departments and it also affects the activities of HR department. For Instance, in the procedure of selection they have to select even an unqualified candidate who has recommendation from any high authority.

The problem of agency issue can be seen in the departments. They meet their guests, eat lunch or leave their chair in working hours.

There is lack of educated employees, they are not aware of latest management skills and terms. Even most of Work in HR department is not yet computerized.

Work on complains is done very slowly, they have the resources but loyalty about doing work is absent. We can see the wires hanging in the streets and special care of GEPCO is required here.

Conclusion and RecommendationsWe decide to work on the HR department of Gujranwala Electric Power Company which is a public sector company. Its HR department is not as much ideal as in large private organizations but basic activities of HR are performed there.

All the processes of job analysis, recruitment, selection, appraising are performed in GEPCO. They compensate their employees, they give incentives to them, they give benefits to them and they have defines safety measures for the employees.

The bottom line is that they need to improve their internal control system. They have to understand the need and importance of performance management and rather than annual appraisals, weekly and monthly reports should be prepared.

45

The factor of corruption should be removed and all the procedures should be totally merit based. They should give the latest management skills and knowledge to their employees and they should motivate them the benefits of team work.

Techniques like management by objectives would be helpful in improving the performance of employees and special measures should be adopted in order to create loyalty about work in the employees. SWOT analysis is necessary because it would help in determining the weaknesses and threats and ways to avoid these and also strengths and opportunities and ways to avail them.

There should be optimal utilization of resources, HR department should plan this that how to utilize the resources in best way rather than just selecting and just all is on supervisors. Continuous improvement should be there.

Performance incentives are rare in the organization. HR department should work on this and if performance incentives and promotions are given to employees then their morale would be high. Satisfaction and dissatisfaction factors should be determined and proper planning should be on these. Time base promotion is good but old criteria. Today performance based promotion and incentives are best suitable way.

46

GLOSSARY

Finger dexterity: Finger dexterity is defined as the skillful, controlled ability to manipulate small objects through a small space. This ability is most highly related To the DOT-Things category of Manipulating. Assembly work is the most obvious job that requires this ability. The critical aspects of this factor are the abilities to pick up small objects, transport them through a small space and place them correctly in a specific location.

Gantt chart: Gantt chart is a type of bar chart that illustrates a project schedule. Gantt charts illustrate the start and finish dates of the terminal elements and summary elements of a project.

HT & LT: High tension voltages are normally not used in home applications and are in the range of 400V, 11 KV, 33KV, 132KV, 400 KV etc

Low tension means low tension and house hold appliances work on this voltage of 110V or 230V.

Load chart: Load Chart depicts the loading and idle times of a group of machines or a list of departments.

Motor ability: A motor skill is a learned sequence of movements that combine to produce a smooth, efficient action in order to master a particular task.

Probationer: Probationer is a person who is on trial.

PPE: Personal protective equipment Personal protective equipment (PPE) refers to protective clothing, helmets, goggles, or other garment designed to protect the

wearer's body from injury by blunt impacts, electrical hazards, heat, chemicals, and Infection, for job-related occupational safety and health purposes, and in sports, martial arts, combat, etc

REFERENCES

GEPCO Head Quarter, GT Road Gujarwnala www.gepco.com.pk www.pepco.gov.pk

47

www.wapda.gov.pk

48

Knowledge is Light, which enlightens our lives. And we believe that our honorable teacher is shining moon and we are little stars which absorb this light of the Moon.

49