Documente Academic
Documente Profesional
Documente Cultură
UNIVERSITY OF THE
PUNJAB
Department Of Commerce
Gujranwala Campus
MBA (II)
DEDICATION
We
ACKNOWLEDGEMENT
Proud of being a student of MBA and have been fortunate to have had the
assistance of our teacher SIR NAVEED IQBAL. He guided us on each and every
point; whenever we need help from him he always welcomes us.
First of all thanks to ALLAH and after that to all persons who contributed a lot
to bring this project in its final form. And in this manner Director
Administration and HR of GEPCO (WAPDA) Mr. Col. ® Ghazanfar Ali Khan help
us a lot and provide us all necessary information that we require from him for
the completion of our project. His staff also helps us.
The aim or purpose of our project is to discuss the functions, practices, policies
and other important aspects of HR&ADMIN DIRECTORATE of GEPCO.
MBA (II)
TABLE OF CONTENTS
Sr. No. CONTENTS Page#
1 Acknowledgement 1
2 Table of Contents 2
3 Introduction of Company 3
4 Mission Statement 4
5 Vision of Company 4
6 History 5
7 Future Plans 5
8 Main Product of Company 5
9 Different Departments of Company 6
10 HRM Department 7
11 Job Analysis
12 Recruitment and selection process 8
13 Testing 8
14 Interview 9
15 Process of training
16 Job rotation 10
17 Coaching 10
18 Training Courses 10
19 Course Policy 11
20 Grading Of Trainees 12
21 Apprenticeship 12
22 Compensation management
23 Salary 13
24 Probation period 14
25 Promotion criteria 15
26 Promotion Exams 15
27 Rent or residence facility 16
28 Medical care 17
29 Transportation 19
30 Pension 19
31 Classification of Pension 19
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32 Compensation Pension 20
33 Invalid Pension 20
34 Superannuation Pension 20
35 Retiring Pension 20
36 Rate and Scale of Pension 21
37 Vacation criteria 21
38 Kinds of Leave 22
39 Revised Leave Rules For WAPDA 23
Employees, 1982
40 Transfer 24
41 Education of children 24
42 Educational Scholarships 24
43 Insurance 25
44 Group Life Insurance 26
45 Health and safety program 26
46 Table of Fatal and Non-Fatal Accidents 26
47 Performance appraisal 27
48 Appraisal Process 27
49 Reasons 27
50 Steps 27
51 Appraisal Form 28
52 Flaws in practice 29
53 Human Engineering 30
54 Suggestions and Recommendations 31
55 Appendix
MBA (II)
Introduction of company
MBA (II)
GEPCO
GEPCO has been set up over area of jurisdiction and network of former
Area Electricity Board, which was created in early Eighties. 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. This is the
distribution company, which purchases the electricity from WAPDA.
They have about 20,09,052 connections, Average monthly collection for
the year 2005-08 is more than 2.5 billion.
Mission Statement
To provide quality electric power to the customers of jurisdiction area
according to their needs and satisfaction, in a cost effective, efficient and
environment friendly manner through better control over costs, carrying
out preventive maintenance, augmenting & expanding the power system
and providing training and incentives to the workers.
Vision
Ministry of Water and Power will plan to meet future Energy and Water
requirement of the country. In order to achieve these objectives, plans
will be developed in consultation with province, WAPDA (its successor
organization), international experts etc., projects will be launched,
financing arranged and monitoring system put in place, to implement the
plans using all available indigenous resources and I.T. facilities.
• Retaining and growing our business, staff and customer base will
be of primary importance.
History
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.
Future plans
To carry on all or any of the business of purchasing, importing,
transforming, converting, distributing, supplying, exporting and dealing
in electricity and all other forms of energy and products or services
associated therewith and of promoting the conversation and efficiently
use of electricity and all other forms of energy. Our goal is to relentlessly
improve the quality of our products
HRM Department
Organizational architecture is the combination of organizational
structure, control systems, culture and a human resource management
system that managers developed to use the resources efficiently and
effectively. HRM include the
1. Recruitment and selection
2. Training and development
3. Performing appraisal and feedback
4. Pay and benefits
5. Labors relations
In GEPCO all the above-mentioned procedures are done but they have
shortcomings and deficiencies. They need to make all their procedures
efficient and effective so as to utilize the manpower in a better manner to
increase the work life at GEPCO.
HR & ADMIN
DIRECTOR
D.M-PR
D.M-RTC D.M-TRANSPORT
D.M-HRM D.M-A&S
JOB ANALYSIS
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Job Analysis
“The procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for it.”
• Testing
• Interviews
Tests:
Their test criteria consists upon
• Matriculation 8%
• Intermediate 12%
• Graduation 20%
• Masters 25%
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
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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 steno grapier. It includes
• Finger dexterity
• Manual dexterity
• Reaction time
Interviews:
“A procedure designed to obtain information from a person through oral
responses to oral inquires.”
Panel interviews
Mass interviews
Behavioral interview
PROCESS OF TRAINING
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Process of Training
Job rotation
“Moving a trainee from department to department to broaden his or her
experience and identify strong and weak points to prepare the person for
an enhanced role with the company.”
OR
“Systematically moving workers from one job to another to enhance work
team performance.”
Coaching
“The process of teaching new employees the basic skills they need to
perform their job.”
Training Courses
Course policy
d. In case the offr/official detailed for the course fails to join and
absent himself from the course, severe disciplinary action will
be taken against him. The minimum punishment will be one-
step demotion, which will be intimated to all concerned within
one month of the absentee report. Besides concerned Director
CM Cell will also be subjected to disciplinary action by GM
(Admn) in consultation with GM (Trg), if any lapse is observed.
The punishment should only be awarded if the offr/official
himself refuses to attend the training course. In case the offer is
not relieved by his office in the interest of work, on action
should be taken against him but explanation called from the
concerned office. How ever, if subsequently it is proved that the
offr has not attended the course with the connivance of his
superior offrs, action may be taken against both.
Grading of Trainees
Apprenticeship
“Apprenticeship or internship is always offered before the job for training
of a new employee. During internship no salary will be paid to the
candidate.”
Compensation management
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Salary
“Fixed compensation for services, paid to a person on a regular
basis.”
OR
“A salary is a form of periodic payment from an employer to an
employee, which is specified in an employment contract.”
Probation period
The word probation simply means, “testing” or “proof” and probationer
is a person who is on trial.
Promotion criteria
“The act of promoting or the fact of being promoted; advancement.”
OR
”Encouragement of the progress, growth, or acceptance of
something; furtherance.”
1. 5-year experience
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2. Seat availability
3. Passed departmental exam
4. Pre-promotion training
Promotion Exams
a. All promotion exams for various category of WAPDA offrs and staff
up to Grade 19 will be conducted by Director Exam.
b. Minimum Pass Percentage for Prom Exam is 50%. All those who do
not qualify Prom Exam in three attempts in three consecutive
years would be declared unfit for further prom and recommended
for weeding out by the CM Cell/CE (Admn) respectively.
c. Director Exam to issue schedule of Prom exam for offrs and staff
on calendar year basis by 15 Oct each year. There must be one
exam each for Grade 16, 17, 18 & 19. Schedule for the year 2001
are at Anx F to F2.
d. All Prom Exam result on finalization will be put up to Chairman in
summarized from for each DISCO/Wing. The result must be
compiled within 4 weeks and published.
e. It is responsibility of every offrs/staff to apply and qualify in
concerned prom exam. They must apply timely and appear in the
prom exam.
f. All offrs/staff will get maximum of three chances to qualify in prom
exam in three successive years. All those who fail to appear will
lose one chance every time/year. No exemption will be given even
on medical grounds.
g. In the past there has been practice to charge Rs.50/- and Rs.20/-
from offrs and staff respectively as Exam fee. This fee is
immediately dispensed with and in future no amount will be
charged from WAPDA employee.
h. All the pre-requisite for promotion exam including tech/civil
education, minimum/maximum service and any other criteria be
also reflected in the schedule by Director Exam.
Medical care
“Professional treatment for illness or injury.”
Located at camping ground, WAPDA Hospital |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
Retired
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.
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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.
Trend shows that people are satisfied with medical facilities, provided by
WAPDA hospital. And in past years they have shifted from cash medical
allowance towards medical facilities from WAPDA hospital.
Daily attendance is more than 150 patients in hospital.
Transportation
Transportation simply means “REMOVAL”.
“The act or an instance of transporting.”
OR
“A means of conveyance.”
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Gepco provides transport facility only to its officers. Following is the
complete information about the transportation facility provided to
GEPCO employees.
Pension
“Pension is an allowance for retired state servant.”
OR
“A sum of money paid regularly as a retirement benefit or by way of
patronage.”
Classification of pension
i. Compensation pension
ii. Invalid pension
iii. Superannuation pension
iv. Retiring pension
1. Compensation pension
2. Invalid pension
3. Superannuation pension
4. Retiring pension
Vacation criteria
“Vacation means holiday or leave.”
OR
“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:
Gepco also provides following leaves other than casual and earned
leaves.
Recreation leave
Special leave
Maternity leaves
Disability leaves
Leave ex-Pakistan
Grade 17 and (i) EOL/Disability leave & all (i) Appointing authority/Chief
18 kinds of leave =90 days Engineer or Officer of equivalent
Haj leave=45 days (by air) status, who so ever is lower in
75 days (by land/sea) grade.
except LPR/Leave ex-Pakistan
Transfer
“To move oneself from one location or job to another.”
OR
“To convey or cause to pass from one place, person, or thing to
another.”
Education of children
”Education means systematic instructions”
OR
The act or process of educating or being educated.
OR
The knowledge or skill obtained or developed by a learning process.
Company 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.
Insurance
"The act, business, or system of insuring.”
OR
“Coverage by a contract binding a party to indemnify another
against specified loss in return for premiums paid.”
Business is not free from risk of loss. Many business units face risk but
some of these suffer the losses. The business units depend upon
insurance companies for sharing the risk of loss while the insurance
companies depend upon other business units for successful working.
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Insurance in GEPCO:
Gepco offer GLI (Group Life Insurance) to all of its employees including
Officers
Officials
Operations
Performance appraisal
“Performance appraisal is the end of a process that goes on
all the time - a process that is based on good communication
between manager and employee.”
Appraising Steps:
In GEPCO performance appraisal involves three steps
Define the job
Appraise performance
Provide feedback
Defining the job means making sure you and your subordinate agree on
his or her duties and job standards.
Appraise performance means comparing your subordinate’s actual
performance to the standard that have been set.
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.
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In GEPCO the ACR (Annual Confidential Report) of an employee is
prepared annually. Next senior officer prepares this performance
appraisal report.
MBA (II)
Flaws in practice
It is the major problem faced by the consumers that the cable
provided by the department is usually damaged and destroyed
after almost the period of two years. The wires are seen hanging in
the streets and roads. GEPCO should take special care to handle
this problem so as to facilitate and reduce the danger of death
through exposed wires.
They did not made plans for the refreshment of employees just like
recreational trips.
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Human Engineering
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Human Engineering
Communication, an essential element measuring the efficiency of an
organization is functioning smoothly, here in GEPCO. Communication is
telephony. A significant number of telephones are installed in the
company to ensure hundred percent links with management. There are
also face-to-face discussions between managers and subordinates on
various issues or matters.
After studying the workplace design we come to know that they create a
healthy environment in which they work together in groups as a team
and efficiently accomplish effective tasks. There is overall a good
relationship between boss and subordinates.
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