STRATEGIC

MANAGEMENT
Presented by:

Hubashiya Sheiko (1735439)

 Introduction
 The First and Largest IPP ( Independent Power Producer)

 It comprises of 10% of Pakistan’s total energy requirements

 Located in Hub

 Has 3 plants; Hub, Narowal power plant and Laraib energy limited

 The electricity at HUBCO is generated by four 323 megawatt oil-fired

units

 The oil is burned in 4 large boilers to produce steam to generate

electricity
2
 Introduction to HR at HUBCO
 Employee development is fundamental to Hubco’s long-term growth and
success

 Enhanced employee engagement through market competitive benefits and

increased gender diversity

 A friendly and professional work environment to enable personal and

professional development

 The Company offers market competitive salary and other benefits and an
excellent working environment

 HR department of HUBCO comprises of 6-7 people including compensation,

orientation and development etc. But due to this small HR team it slows
down the decision making

3
 Salary And Compensation
 HUBCO believes in giving competitive salaries that are market based

 Monetary and non monetary compensation remains good

 Employees are paid according to their skills and capabilities which is market
competitive.

 Hubco does not offer its shares to its employees as that option

 2 Major categories
Management officers
Non Management officers

4
 Benefits given to the Management
Officers
 Annual Vacation

 Mobile Phones Allowance

 Target Incentive Allowance (Variable)

 Company Compensation Car

 Retirement Benefits

 Medical Benefits

 Club memberships

 Loan assistance

 Training workshops

 Give transportation to employees which require travelling facility 5

Benefits given to the Non-Management
Officers

 Bonuses

 Medical facility

 Retirement benefits

 Motorcycles for field

 Loan assistance

6
 Challenges Faced By Hubco
 Designing a structure that is according to the laws of Pakistan and
Labor laws

 Ethical business practices should be conducted

 Designing a salary structure that gives justice to the skills and amount
of work done by employees

 Keeping in account the cost for the company and satisfaction of

employees at the same time

 Salary structure should be market competitive so that employees don’t

leave the organization and work in some other company
7
 Recommendations
 HR should report directly to the CEO for a transparent, fair/ unbiased
reporting structure

 More employees in HR to specialize/ look after the different HR

functions, and cater to employee needs carefully

 Maintain its competitive compensation policy. Currently, it

benchmarks itself at the 50th Percentile of the market; it should keep
on improving, and move onto the 75th Percentile in future

 Increase/ improve the benefits, as per industry benchmarks to attract

the right talent

 Conduct a “Competency Mapping” session in order to define clear

KSAO’s for each position/ grade

 Conduct Job Analysis in order to evaluate each position

8
 Conclusion
 Hubco care for its employee’s wellbeing

 It is headed in the right direction.

 It should retain its good employees, and attract/ hire the required talent
from the market

 It should ensure that it has the right professionals in place- people who are
well-versed and thoroughly experienced in their respective fields/ functions

 If all of this is done, the company is sure to align its departmental goals/
objectives and KPI’s with the organizational vision and mission.

9
Thank You 

10