TRAINING & DEVELOPMENT

PROCESS AT PARCO
Assignment for the course “Human Resources Management”

Submitted By:
Muhammad Ishaq Mako
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Table of Contents
PARCO – A Journey of Success!............................................................................................................... 2
Human Resource Department at PARCO ................................................................................................ 3
Recruitment Section ........................................................................................................................... 3
Organizational Development .............................................................................................................. 3
Training ............................................................................................................................................... 3
HR Shared Services.............................................................................................................................. 4
Healthcare/Medical Section ............................................................................................................... 4
Industrial Relations ............................................................................................................................. 4
Training & Development in PARCO ......................................................................................................... 4
Competency Criteria ............................................................................................................................... 4
Training Plan based on Training Needs ................................................................................................... 5
Internal (in-house) Trainings for Employees regarding HSE & related issues .................................... 5
External (General & Technical) Trainings for Employees’ Developmental Needs .............................. 5
Health, Safety, Environment and Quality Training (General) for all employees, including newly
inducted Employees............................................................................................................................ 5
Health, Safety, Environment and Quality Training (Specific) for selected employees on task basis.. 6
Health, Safety, Environment and Quality Training (General) for contractor’s employees ................. 6
Implementation of Training Plan ........................................................................................................ 6
Measurement of Training Effectiveness ............................................................................................. 7
Annexure-I | Sample Form for Trainings Plan based on Training Needs ................................................ 8
Annexure-II | Sample Personal Development Plan ................................................................................ 9
Annexure-III | Training Effectiveness Sample form .............................................................................. 10
Annexure-IV | Participants Attendance Sheet Sample ......................................................................... 11
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PARCO – A Journey of Success!

Pak Arab Refinery Limited (PARCO) is a joint venture between the Government of Pakistan
(60%) and Emirates of Abu Dhabi (40%), through its Abu Dhabi Petroleum Investment
Company, L.L.C. (ADPI), a subsidiary group of International Petroleum Investment Company
(IPIC).1
PARCO’s Business portfolio comprises of:

 Refinery
 Transportation
 Marketing
PARCO has the most modern refinery in Pakistan having a capacity of 100,000 BPD
(representing about 25% of country’s overall refining capacity), over 2000 kms of cross-
country Pipeline network, including its JV company Pak Arab Pipeline Company (PAPCO),
with a strategic storage of over One million tons, and a rapidly expanding retail network of
Total PARCO Pakistan Limited (TPPL) – a joint venture with TOTAL of France. With the
acquisition of Chevron’s Fuel Business in Pakistan, TPPL is now the third largest Oil
Marketing Company in the country. PARCO is also marketing LPG nationwide under the
brands of Super Gas, Pearl Gas, Super Gas bulk and fuel oil under the Pearl brand. High
quality Asphalt is also being marketed as Biturox.

The company has just not stopped progressing. Many new projects are under
implementation, some of them are listed below:

1
Parco.com.pk/about
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 Rerouting of KMK Pipeline by-passing Karachi City

 Conversion of WOP and MFM Pipelines into multiproduct pipelines
 Establishment of a new 250,000 BPD capacity Refinery in coastal area of Gawadar
 20% Capacity Improvement of existing 100,000 BPD Refinery at MahmoodKot

Human Resource Department at PARCO

Having gone through the transformation stage, PARCO HR is fast turning into an important
strategic function developing the human capital and talent inventory for PARCO`s future.
The department performs six distinct Human Resource functions namely, Recruitment,
Organizational Development, Training, HR Shared Services, Healthcare/Medical and
Industrial Relations.

HR @ PARCO

Organizational HR Shared Healthcare / Industrial

Recruitment Training
Development Services Medical Relations

Recruitment Section
The Recruitment Section is responsible for the management of employment databank,
compliance and proceedings of Recruitment/Selection procedures, joining and orientation
formalities of new employees, Handling of Traineeship and Internship programs.

Organizational Development
OD is concerned with the organizational effectiveness and its ability to introduce change,
adapt it and make employees familiar with it and set the course to achieve organizational
growth. Its prime responsibilities include, Performance Management, Job Evaluation Study,
Organizational Restructuring, judging Employee Satisfaction through Focus Group study and
Climate Surveys, planning Career Development roadmap, Manpower and Succession
Planning, revision of policies and conducting Salary Survey.

Training
Training is a systematic process of improving the behavior and skills of employees to
enhance individual and organizational performance. It equips the employees with advance
and practical knowledge, skills and abilities necessary for fulfilling the job requirements as
well as meeting future needs. The responsibilities of the training section include conducting
Training Needs Analysis (TNA), Developing Training programs, plan and Calendar and dealing
and negotiating with external trainers/consultants.
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HR Shared Services
The HR Shared Services Section administers the employee issues relating to Compensation
and Benefits, Leave and Time Management, review and implementation of HR policies,
handling of employee issues and their facilitation. Its major activities comprise of Time
Management, Compensation Management, Processing salaries/payroll, SAP employee Data
Management and Loan processing.

Healthcare/Medical Section
The Health care section administers the care of employees` health related matters and
caters to their medical needs by providing consultation, arranging treatment from doctors,
hospitalization and OPD services to employees at external sources, monitoring of panel
hospitals and conducting periodic Health Checks.

Industrial Relations
IR provides HR services to unionized staff. Its main responsibilities include maintaining
friendly relations with union and unionized staff, management of service
providers/contractors, providing HR services to NMPT staff, issuance of holiday notices and
circulars, providing legal guidance about policies, procedures to Pipeline, MCR and other
Departments/Sections. The IR section also manages and looks after the requests of MPT and
NMPT staff regarding their Marriage assistance, Education assistance and Educational
Awards. IR also processes EOBI and company pension cases, monitors implementation of
CBA agreements and resolution of employee grievances. Liaison with various Government
Departments and managing of all activities related to Workers Profit Participation Fund
(WPPF).

Training & Development in PARCO

PARCO have extended and rigorous procedures for implementation of both internal and
external trainings & development programs. These programs not only cater for PARCO’s
own employees but also for contractual and vendor staff as well. Since PARCO is an ISO
certified organization having high focus on safety of employees, training and awareness
sessions about process safety and other related issues are regularly arranged for employees
and contractual staff working in fields. Soft skills trainings for middle and senior
management staff are also arranged by HR through in-house and external trainers.
Below sections further elaborate the training and development process at PARCO:

Competency Criteria
Training particulars for each employee are decided via competency criteria. GM lays down
competency criteria for DGMs, while DGMs & Department Heads lay down competency
criteria for all other persons working under them.
While determining competency criteria following points are considered.
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 What all is required to satisfactorily perform the assigned task (education,

experience, skill, training)
 Understanding, knowledge and skill required for ensuring Health & Safety system
compliance.
 Understanding, knowledge and skill required for ensuring environmental system
compliance
 Knowledge and skills of any other activity that has the potential to cause significant
impact on HSE and that can affect service quality.
 DGMs/Department Heads ensure that all personnel assigned responsibilities meet
the minimum competency requirements.

Training Plan based on Training Needs

Internal (in-house) Trainings for Employees regarding HSE & related issues
Once every year a Training Plan is prepared by all Zonal Team Leaders / Operation Engineers
/ HSE / Departmental representatives of all Station & Terminals regarding HSE, Operation
and other departmental trainings. Training Plan is documented on the form “Trainings plan
based on training needs”. Training needs are assessed by counseling and discussion of all
department representatives at Station & Terminals.

External (General & Technical) Trainings for Employees’ Developmental Needs

 These trainings are intended to improve performance in line with the corporate
growth initiatives and to cater future development needs or job requiring specific
skill or competency. All trainings mentioned individually in PDP (Personal
Development Plan) filled through Lotus Notes Application at the time of appraisal
shall be considered as Training needs analysis. There is no need to put these
trainings on “Trainings plan based on training needs” to centralize the system.
 Departmental Heads shall verify the Trainings mentioned by employees in PDP form
filled through Lotus Notes Application. Only relevant and technical trainings shall be
approved by Departmental Heads.
 HR department with coordination of Departmental Heads shall be responsible to
implement and conduct these trainings for the respective year.
 HR department should arrange these trainings internally or externally.
 Training Record shall be maintained by HR department.

Health, Safety, Environment and Quality Training (General) for all employees,
including newly inducted Employees
This training covers:

 Awareness of Pipeline Division of Pak-Arab Refinery Limited’s HSEQ Policy, objectives

and targets.
 Awareness to Pipeline Division of Pak-Arab Refinery Limited HSEQ system.
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 Importance of conformance with HSEQ policy, procedures and requirements of HSEQ

system.
 Basic job information/training (relating to primary assignment of an employee).
 Awareness of HSE risks, hazards and their impacts (actual / potential).
 Benefits of improved personnel performance.
 Safety precautions and use of Personnel Protective Equipment.
 Permit to Work System.
 Fire Fighting.
 Awareness of possible emergencies and actions required in each emergency.
 Awareness of Emergency preparedness and response procedure.

Health, Safety, Environment and Quality Training (Specific) for selected employees on
task basis
 Aspect and impacts related to the activity / Process / Equipment and Materials
 Hazard, Risk assessment, JSA and Method Statement.
 Internal auditor (OHS, EMS & QMS) training.
 External auditor (OHS, EMS & QMS) training.
 Emergency Preparedness and response procedure related to activity/process.
 Application of specific controls.
 HSEQ Management System training. (Included Documents,
 Manuals, Procedures etc.)
 HAZOP training.
 These trainings may be conducted by Pipeline IMS section.

Health, Safety, Environment and Quality Training (General) for contractor’s employees
 Zonal Team Leaders ensure that contractors and their staff have been given the
required HSEQ awareness / procedure / task training.
 All contractors which are providing technical and office manpower to PARCO /
PAPCO shall be trained on HSE trainings as per contractor training plan.
 Any contractor & his workers deputed for any project for short term or long term
basis at any station & terminal shall be safety orientated or safety induction shall be
carried out prior to work at station.
 For any work outside stations basic safety induction and precautions shall be
provided by respective department.

Implementation of Training Plan

The training needs are fulfilled by any of the following means

 On the job Training

 Class room training (in-house)
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 Training outside Pipeline Division

 Practical Training on site/ equipment
 Counseling
 Training from third party

Measurement of Training Effectiveness

Department Heads/ Zonal Team Leaders will ensure that at the time of internal training and
within 15 days of receiving any external training, its effectiveness is evaluated by any one or
combination of the following methods:

 By post training evaluation examination / MCQ tests/ Practical demonstration.

 By feedback from the Departmental Heads / Zonal Team Leader/ immediate
Supervisor or from the trainee
 For internal & external trainings, Training Effectiveness Feedback Form shall be used
for measurement of training effectiveness
 For all type of trainings, “Participants Attendance Sheet” shall be filled both for
PARCO / PAPCO / contractors employees and record shall be maintained.

Conclusion
Training employees helps them build confidence about their jobs. Training presents a prime
opportunity to expand the knowledge base of all employees, but many employers find the
development opportunities expensive. Employees also miss out on work time while
attending training sessions, which may delay the completion of projects. Despite the
potential drawbacks, training and development provides both the company as a whole and
the individual employees with benefits that make the cost and time a worthwhile
investment.
Most employees have some weaknesses in their workplace skills. A training program allows
them to strengthen those skills that each employee needs to improve. A development
program brings all employees to a higher level so they all have similar skills and knowledge.
This helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Providing the necessary training creates an overall
knowledgeable staff with employees who can take over for one another as needed, work on
teams or work independently without constant help and supervision from others.
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Annexure-I | Sample Form for Trainings Plan based on Training Needs

Department / Zone: ……………………………………………………….

Designation of Name Nature / topic Suggested Suggested Planned Training

person of training (Pl. duration source dates / actually
see procedure month provided
P-05)
Y/N
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Annexure-II | Sample Personal Development Plan

Name P. No.

Position Department/Division

For The Period Location

PURPOSE: To identify and highlight the key areas of learning and development that will help employee to either
acquire new or develop existing skills and behavioral attributes for the following purposes:
 Meet the deficiencies of the current performance
 Enhance performance in their current role
 Address anticipated changes in their current role
 Address career aspirations towards a future role

Specific Knowledge/ Skills/ Abilities that

S. No. Proposed Training Program/ Type of training required
require improvement

Employee Signature: Date:

Supervisor’s Name: Signature & Date:

Department Head’s Name: Signature & Date:

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Annexure-III | Training Effectiveness Sample form

Name of Training ………………………………………………………………………….

Training Dates: ….…………………………………Tutor…………………………………

Participant(s):

Please rate the training provided on a scale of 1 to 5, where 1 is least effective, and 5 is most
effective.
1 2 3 4 5

Did the course / training enhance your personal

knowledge, skill or attitude?

Did the course / training enhance your ability to

perform your assignment?

How effective was the tutor/ trainer in imparting

skill/knowledge/motivation?

Overall rating of course / training provided.

Total Points : …………………………out of 20

Sign:……………………………………………………………..Date:…………………………………………

Note:

1. This form may be filled by trainee, or his supervisor.

2. Please fill within 2 months of receiving the training.
3. 12 or more points on the rating scale are considered satisfactory.
4. 11 or less points should require re-doing the training / taking other corrective actions.
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Annexure-IV | Participants Attendance Sheet Sample

Training Course Title :

Trainer’s Name :

Training Date(s) :

S# Name P. No. Signature Remarks