Training &
Development At
OGDC
OGDCL-INTRODUCTION
• OGDCL is the national oil & gas company of
Pakistan and the flagship of the country’s E&P
sector. The Company is the local market leader in
terms of reserves, production and acreage
• OGDCL’s foresees the organization as not only the
leading E&P Company of the country, but also as a
company known for its people, partnerships and
performance in the region.
• The Company continued with its strategies of
accelerating oil and gas exploration.
OGDCL MISSION AND VISION
OGDCL VISION
• To be a leading multinational Exploration and
Production Company
OGDCL MISSION
• To become the leading provider of oil and gas to the
country by increasing exploration and production
both domestically and internationally, utilizing all
options including strategic alliances.
• To continuously realign ourselves to meet the
expectations of our stakeholders through best
management practices, the use of latest technology,
and innovation for sustainable growth, while being
socially responsible.
ORGANIZATIONAL CHART
Mr Farooq
Rehmatullah -
Chairman
Mr Shah
Mahboob Alam -
MD/CEO
Mr Muhammad Mr Nasir
Mr Tariq Faruque Ms. Shagufta Mr Wasim A. Mr Fahd Shaikh - Mr Kaiser Bengali Senator Mir Wali
Ejaz Chaudhry - Mehmood Khosa
- Director Jumani - Director Zuberi - Director Director - Director - Director
Director - Director
HR DEPARTMENT & ITS AIMS
• OGDC Corporation has grown into a
technically feasible and commercially viable
organization
• A highly qualified pool of professionals who
can undertake and supervise almost all phases
of oil and gas exploration and production
Acquire, learn
Motivate the
and apply state-
workforce and
of-the art
enhance skills
technology
Emphasize
organizational Fill vacancies
learning through by attracting
effective use of and retaining
knowledge the best
management professionals
systems
CHARACTERISTICS OF HR
Effective and Sales targets
Department is
strategic role in are set in
completely
decision collaboration
independent
making with HR
Yearly Budget
People hired on HR has final
of HR –
permanent, not decision on
forecast
contractual recruitment &
recruitment on
basis selection
a YoY basis
HR PLANS & IMPLEMENTATION
• Job Rotation
Short- •
•
•
Cross Functional
Training
Experience-sharing activities
Term •
•
On the Job Training
Self learning
Long- •
•
Career Path
Succession Plan
Term
• Knowledge Management
and Learning Organization
TRAINING OBJECTIVES
Operating OGDC is a
Results linked learning
to employee based
performance organization
Each
Employees
employee
are required
given
to assess
individual
their own
development
abilities
plan
Petro Research & Training
Institute
Identifies diverse training needs of
the industry, evolves progressive
and dynamic training programmes
Organizes in-house technology
update seminars, inviting
outstanding professionals/ expertise
Organizes short courses and seminars in
various other technical and administrative
allied support areas of petroleum industry.
Conducts petroleum industry field trips for
industry professionals & visitors for training
and familiarization
Organizes/conducts/facilitates field audits
and inspections of various industry
installations.
Training Need Assessment (TNA)
• Done in 3-steps
• Need to identify gaps/discrepancies between:
– What is expects to happen and what actually
happens
– Current and desired job performance
– Existing and desired competencies and skills
– Competencies and performance of work teams
• Performance gaps can also be reduced in alternate ways:
– Counseling
– Creating Supportive work environment
– Removing obstacles and creating job fit
• Second is the Design Step
– Select the internal or external resource to design and
develop the training
– Select and design the program content.
– Select the techniques used to facilitate learning (lecture,
role play, simulation, etc.)
– Select the appropriate setting (on the job, classroom, etc.)
– Select the materials to be used in delivering the training
(work books, videos, etc.)
• Third step is Implementation
– Schedule classes, facilities and
participants.
– Schedule instructors to teach.
– Prepare materials and deliver them to
scheduled locations.
– Conduct the training.
• Finally - the evaluation process
Outsource Training
• The training is cross-functional
• Employees trained either locally or abroad
• Overseas training requires the employee to
stay at the company
• Any employee who leaves during training
period is liable to pay
Soft Skill Training
• Help employees to become stronger in
dealing with issues affecting personal life
– Conflict Management Training
– People Management Training
– Time Management Training
– Teamwork Training
In house Training
• Establish courses & In house Training programmes
to meet specific needs.
• In-house level for basic level of training require to
function jobs.
• OGTI organizes in-house technology update
seminars.
• Own Institute, the Petro Research & Training
Institute offering 6 month On the Job training for
graduate engineers.
• Also refresher courses for existing staff in areas of
exploration, drilling, well services, gas processing,
production etc.
• Training takes place in class environment or through
drilling simulators electrical n mechanical equipment
to best assist in obtaining practical skills.
• Short courses and seminars on technical &
management functions.
Orientation Programs
• All new employees go through detailed orientation
training program. Existing employees are provided
fresher training courses on regular basis.
• Theoretical & practical training to familiarize
graduates to industry practices.
• Learns about basic rules, remuneration criteria,
welfare & advice.
• All employees also given Code of Conduct manual
and Corporate governance e manual.
• The orientation may exceed to a few months until the
employee gets an affiliation to everything.
Past Training Activities
• In March 2007 OGDC invited application from fresh
graduates, 270 applicants, out of which 229 were
engineers, were selected after written test through
scrutiny.
• These engineers were given training for 11 months.
• OGDC spent over half a million rupee on each
candidate.
• 43 trainees were given training in the Supply Chain
Management Department for 11 months.
• In 2009 OGDC had spend 135m to train 270
graduates.
