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1. Imran
Fahid
Sulman

3. Leading oil and gas exploration and production company.
Subsidiary of The Attock Oil Company Limited (AOC).
In 1978, POL took over the exploration and production business of AOC.
Manufactures LPG, Solvent Oil and Sulphur.
POLGAS.
In 2005, the company acquired a 25% shared in National Refinery Limited.

4. *
Staffing
Training
&
Development
Motivation Maintenance

5. Objective:
Attract and retain capable
and qualified employees
Policy:
To promote from within the
organization, wherever possible to
fill higher vacancies.

6.  Job Specification
 Job Description
METHODS OF COLLECTING
JOB ANALYSIS INFORMATION
 Interviews
 Observation

7. Recruitment:
 To fill an available vacancy
 New approved position
Process of recruitment:
 Assess need
 Create a pool of eligible candidates:
 Screen out candidates:
 Make selection

8. The selected candidate will only be inducted into the Company provided the
fulfills the following conditions.
Identity card
A certificate of registration.
References as provided on the application.
All copies of educational certificate.
Documents indicating date of birth preferably matriculation or equivalent
certificate.
Offer of employment is however subject of Medical Examination.

9. MEDICAL:
APPOINTMENT:
PROBATIONARY PERIOD:

10. improve the level of knowledge and
productivity in the company.
improvement of employee's
performance in terms of his
attitude, skills, knowledge and
behavior.
Change in technology.

11. ORIENTATION PROGRAM:
The Company systematically introduces a new entrant to:
His work and its place in the entire organization.
His co workers and other associates.
The Company, its policies, procedures, manuals and objectives.
The orientation lasts for a week or so, depending on the position of the entrant.
TRAINING POLICY
Training and development is a continuous process
Designed to bring about a change in the attitude of confirmed employees with
respect of the job they are doing, the people around them, the new procedures,
techniques and skills which they can use.

12. Types of training carried out:
Job instructions training
Health and safety training
Type of development carried out:
Job rotation
Mr. Sadit mentioned that the organizations development is brought about
by assessment of employee’s attitudes about their jobs.

13. OBJECTIVE
To appraise performance of an employee.
To find out His improvement and development needs.
To identify his potential for advancement.
POLICY
POL requires each department Head to methodically appraise
the performance of employees, reporting to him.
The performance should be reviewed objectively and without
prejudice.
The performance for prior years should not influence the current
review, and the employee’s achievements for a particular period
only, are to be appraised.

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

15. Maintaining employees has given the utmost preference in POL
Compensation over and above a base pay rate.
Salary increment
Fire/Emergency alerts
Medical, club activities, games
Proper houses with a safe and a secure society
Adjust labor cost to financial results.
Bonuses on performance
Check & balance