Académique Documents
Professionnel Documents
Culture Documents
Project on GEPCO
University of Punjab, GC
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Human Resource Management
Submitted to:
Mr. Ashar Shakeel
Submitted by:
Shahzad Waheed
(MC09124)
Bilal Asmat
(MC09120)
Hamdan Aslam
(MC09136)
Muhammad Imran
(MC09104)
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M.COM (2nd Semester)
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Our Loving Parents and
Honourable Teachers
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ACKNOWLEDGEMENT
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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.
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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
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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.
Objectives of GEPCO
Financial Objectives
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Technical Operations Objectives
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.
Vision Statement
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To 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 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.
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Organization Chart of GEPCO
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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.
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HR Department of the Company
Structure of Department
Director HR &
Admin
D.M PR
Manager
Manager HRM Manager L&L
Admin
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Name of HR Representatives
Activities HR Representatives
• Recruitment and selection
• Training and development
• Performing appraisal and feedback
• Pay and benefits
• Labor Relations
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.
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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 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 Analysis
It 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 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 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.
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making process, so where there is any deficiency of employees, they plan that by
using which method we can recruit the new employees.
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Recruitment
The 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.
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.
Selection
Selection is the process of choosing from a group of applicants those individuals
best suited for a particular position.
• Initial Screening
• Tests
• Interviews
They also monitor the applications of applicants whether they are legally and as
demand meet the needs of GEPCO or not. But they do not conduct any initial
interview about the job description or test. After the initial screening by HR
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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
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.
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Panel interviews
Mass interviews
Behavioral interview
Job-related interview
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.
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.
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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 organization
2) Related information Job duties
3) Organizational issues
4) Provide information about Employee benefits
.Socializaition
Purpose of Socializaition
• Corporate culture
Socialization helps employees to adjust to the new culture of workplace.
Socialization is helping employees to know about the culture of GEPCO
through socialization new employees are able to know the rules from dress
to way of talk.
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• 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.
• Reduce anxiety
In order to reduce anxieties the new employee may suffer GEPCO makes
attempts to integrate the person into the organization.
• HRM Department
• Supervisor
• Peers
• Organization culture
• CEO
Training Procedures
GEPCO gives training to its new hired and existing employees under different
WAPDA programs.
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training institutes. The main areas of training being pursued include; technical,
managerial are commercial.
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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:-
Internship:
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Performance Appraisals
Evaluating 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:
Provide feedback:
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subordinate and ability to deal with public. Employee is rated Outstanding, Very
Good, Good, Average, Below Average, Poor.
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Compensation Management
Compensation 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.
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.
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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.
Although workers are also hired on daily wages, work hours, part time.
Promotion
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• Qualifying Service
• Professional Qualification
• Coerces
• Experience
• Officer Efficiency Index
• Work & integrity
• Selection Board Recommendation
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Low level workers can be promoted (or some benefit) by directors if they got 4 or
5 A+ annual confidential reports.
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PEPCO Promotion Interview Evaluation (IE)
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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
Medical Care
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.
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.
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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.
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Vacation Criteria
A period of time devoted to pleasure, rest, or relaxation, especially one with pay
granted to an employee
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.
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
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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
i. Compensation pension
ii. Invalid pension
iii. Superannuation pension
iv. Retiring pension
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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.
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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:-
• All WAPDA Institutions are registered and affiliated with their concerned
BISE.
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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 Benefits
Gujranwala 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
Safety Measures
1. 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.
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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.
Career Planning
Career 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.
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.
• 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.
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• 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.
Flaws in Practices
First 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.
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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.
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.
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GLOSSARY
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.
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
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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.
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