Recruitment and Selection Term Paper

On

Submitted to

Mr Jehanzeb Khan

By

Syeda Ilahdadi Tehseen Jaffer

Moiz Hemani

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Letter of acknowledgment

It is our honor to state that we are very grateful to our institution for providing us an opportunity to take a course with our esteemed professor Mr. Jehanzeb Khan.

We would like to place on record appreciation and grateful thanks to our internal guide Mr. Jehanzeb Khan, of Business Management, for envisaging this project to us.

This project was an opportunity for us to sharpen our HR skills and understand the basics of recruiting and selecting applicants. Getting the right talent in the door is the key to building a successful workforce. I thank our parents for their constant support without which we wouldn’t have been able to pull off this task, after them I would like to show gratitude to the management of BOSICOR especially Mr. Humayun Shah and Sadain Rafi Ahmed for all that they did. We couldn't do it without them.

Thanking you,

Yours truly,

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TABLE OF CONTENTS

TABLE OF CONTENTS 4

MISSION STATEMENT 5

VISION STATEMENT 6

COMPANY OVERVIEW 7

COMPANY PROFILE & STRENGTH 8

THE MAJOR COMPETITORS OF BOSICOR ARE: 9

BOSICOR AND THE HR 10

BOSICOR AND THE RECRUITMENT 111. Requisition 11

SOP for requisition process 11

Time to Start 12

2. Sourcing 12SOP for sourcing 12

3. Selection and Screening 134. On boarding 135. Payroll 13

Payroll Processing Date 13

Payroll Processing – Hourly Employees 14

INFORMATION TECHNOLOGY 14

BOSICOR MANAGEMENT APPLICATION SYSTEMS 14

BOSICOR AND THE ERP-SAP 15

ERP-SAP HIRING PROCESS – PERSONNEL MANAGEMENT 15Screenshots (Personnel Management) Human Capital Module 17

Personnel Actions 17

Create Actions 18

Create Organizational Assignment 19

Create Addresses 20

Create Planned Working Time 21

Create Basic Pay 22

Create Bank Details 23

Create Contract Elements 24

Create Organizational Hierarchy 25

RECOMMENDATIONS 26

CAREER WEBSITES 26JOB BOARDS 26AGENCIES 26NEWSPAPERS 26

CONCLUSION 26

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MISSION STATEMENT

Our Mission is to proactively invest to develop infrastructure in order to become a single source chain for meeting the Economy's Chemicals, Energy,

Petroleum and Petrochemical requirements, thereby provide the best possible returns to our stakeholders.

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VISION STATEMENT

Our Vision is to develop our Company on ethical and professional basis in order to steadily grow and become a valued contributor to the Economy and

a respected Corporate Entity.

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COMPANY OVERVIEW

Bosicor (Bulk Oil Storage Investment Crude Oil Refinery) Pakistan Limited (BPL.) was incorporated with a primary objective to operate in the Chemical, Energy, and Petroleum/ Petro-chemical Industry. The Plant (MKP1) is located at Mouza Kund, Sub Tehsil Gadani, District Lasbella, Balochistan about 60 km west of Karachi, where it is processing imported crude oil & producing Petroleum Products.

Bosicor consist of three businesses and 4 divisions. Petroleum Marketing business, Oil Refining Business and Chemical Manufacturing Business- Technical Division, Admin & HR Division, Commercial Division and Treasury Division.

The company Comprises of over 300 employees in various Designations at our Corporate Offices and the MKP1, majority of who are professionals in their respective fields and bring with them rich and versatile experience of the Oil and its related industries.

The Ministry of Petroleum and Natural Resources has granted the company a Marketing License for the establishment of an Oil Marketing Company. Bosicor Pakistan OMC has succeeded in commencing commercial operations from 1st July, 2004. Bosicor Pakistan Limited

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Produces; Liquid Petroleum Gas (ethane, propane, butane), Heavy/Light Naphtha, Kerosene, Aviation Fuels and High Speed Diesel.

Bosicor Pakistan Ltd. has announced successful commissioning of its revamped Crude Distillation unit increasing the capacity to over 30,000 barrels per day (bpd). This was achieved on February 15, 2008, when the new Pre-flash distillation system was taken on line. This completed project entailed efficiency improvements to the existing system by adding additional high efficiency equipment which includes parallel crude oil pre-heat train, pre-flash distillation column, crude furnace, and high efficiency internals of main crude distillation column, heat exchangers, air coolers and pumps to the existing refinery. To improve the refinery's product slate, a new sweetening plant for LPG production has also been added. Correspondingly, the utilities have also been improved upon by the addition of boiler, cooling tower, hot oil systems and fuel oil system.

COMPANY PROFILE & STRENGTH

Bosicor Pakistan Limited was incorporated in 1995 and commenced commercial operations in 2004.

55 % its shares owned by Bosicor Corporation Limited (a foreign entity). 

BPL's refinery is located on the coast of

Balouchistan, on an area of approx. 81 acres out of total company owned estate of approximately 600 acres, about 45 km from the city of Karachi 

Refinery has a total capacity of 1.5 million tons/annum.

The site has direct access to Arabian Sea.

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Third entry point of oil through sea for country in private sector.

Lower freight cost / tonne, cheaper crude receipt through large size tanker (130,000 DWT) by installing a SBM. This will also mean a 140 km shorter trip for oil tankers. 

Low cost of land and development.

Cooling Water intake from Sea.

The major competitors of BOSICOR are: Pakistan Refinery Limited

Attock Refinery Limited

National Refinery Limited

Pak Arab Refinery, also known as PARCO

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BOSICOR AND THE HR

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BOSICOR AND THE RECRUITMENT

1. Requisition

The process starts with a requisition being raised by the concerned line person. To ensure effectiveness of the requisition process the following need to be tracked

SOP for requisition process 

Well defined and adequate documentation – Presence of a detailed SOP. For the SOP to be adequate it carry name of person who prepared and reviewed it and should be approved by respective functional head.

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Well understood and communicated – check understanding and communication of requisition process by all recruiters/ line managers through interviews/ questionnaire.

Well implemented – the requisition process is followed as per SOP. Check actual process vs SOP.

Frequency of Measurement: Annual

Time to Start

Requisition Approval Date – Requisition Request Date

Specify benchmark and ensure incremental improvement

Frequency of Measurement: Quarterly

2. Sourcing 

Once the requisition process is complete, candidate profiles need to be sourced through internal/ external sources. To ensure effectiveness of the sourcing process the following need to be tracked

SOP for sourcing

Define criteria to choose source, agency for a particular position.

Well defined and documented - Presence of a detailed SOP. For the SOP to be adequate it carry name of person who prepared and reviewed it and should be approved by respective functional head 

Well understood and communicated – check understanding and communication of requisition process by all recruiters/ line managers through interviews/ questionnaire.

Well implemented – the requisition process is followed as per SOP. Check actual process vs SOP

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Frequency of Measurement: Annual

3. Selection and Screening

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other résumé criteria

may include length of service, job titles and len gth of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking

system to perform many of the filtering tasks, along with software tools for psychometric testing.

4. On boarding

Once candidates are screened and selected they go through the "On boarding" process which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.

5. Payroll

Payroll processing is a very detailed task; one that can take years of practicing to master. Anyone with the desire to learn about payroll must first learn how to process payroll.

Payroll Processing Date

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Determine the payroll processing date. For example, if the payroll is weekly, process the payroll at least two days before the actual pay date. This allows adequate time for direct deposit transactions and check printing.

Payroll Processing – Hourly Employees

Calculate hours stated on timesheets. Hourly employees are often required to complete a timesheet, which the employee and her manager/supervisor must sign. If not, it is invalid, and should be returned to the appropriate parties for signatures.

You assign pay scale types and areas to

Company code

Payroll area

Employee subgroup

Personnel sub area

INFORMATION TECHNOLOGY

SAP is already active with strong presence in the organization and it has been expanded recently to cover activities of Oil Marketing Unit (OMU). The implementation was completed within a record time of four months following SAP standard ASAP Implementation Methodology. Organization’s implementation scope covers SAP modules for the admin and human resources, commercial, technical and treasury functions. This has enhanced system efficiencies by providing real time info rmation to the management for decision making.

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BOSICOR MANAGEMENT APPLICATION SYSTEMS

The Company realizes the importance of latest management tools and Information Technology systems. The Company has a state-of-the art infrastructure with self powered Data Center with 24/7 service equipped with High End Servers. The standardized integrated infrastructure assists Management Application Systems (MAS) Department to respond effectively to business requirements, thereby supporting business continuity, increasing productivity and ensuring secure access to applications and information. The IT Network has crossed 300 User Terminals mark and is growing. The MAS Department has developed and maintained a seamless and robust High Speed Broad Band Wireless Radio links to connect the Corporate Offices with the ORB operating at the Mouza Kund Site and PMB operating Country-wide. A well trained team of core competence in their relevant areas provides the Data/Voice/Video Communications, Email and Web services to the End Users and Management. SAP enterprise resource planning (ERP), one of the leading ERP software is active with strong presence in the Organization since 2006. This has enhanced system efficiencies by providing real time information to the Management for decision making.

BOSICOR AND THE ERP-SAP

The following info types are part of the hiring action and will be edited in the same sequence when the hiring action is performed:

1. 0000 – Personnel Actions (to capture employee movement info in the organization)

2. 0001 - Organizational Assignment (to capture employee positioning in the organization)

3. 0002 - Personal Data4. 0006 - Address5. 0007 - Planned Working Time (Store planned working hours for the

employee.)6. 0008 - Basic Salary7. 0009 - Bank Details8. 0014 - Recurring Payment9. 0015 - Additional payment10. 0016 - Contract Elements11. 2006 - Absence Quotas

ERP-SAP HIRING PROCESS – Personnel ManagementBut for the mean time we will only discuss the following:

1. Personnel Actions

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2. Create Actions3. Create Personal Data4. Create Organizational Assignments5. Create Addresses6. Create Planned Working Time7. Create Basic Pay8. Create Bank Details9. Create Contract Elements10. Create Organizational Hierarchy

When it comes to data these are the things that we can do to it

Create data (in sap hr we do this by creating new records)

View data (by viewing the records created)

Maintain data (by changing/deleting records)

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Screenshots (Personnel Management) Human Capital ModulePersonnel Actions

Any activity carried out on an employee (personnel) such as - hiring, promotion, change of pay, termination etc is called a Personnel Action. Though SAP, Bosicor uses this module in detailing out the employees record. This is the first module that is used by the manager who is supposed to select the field of hiring. There are several actions in the main module but the company is only concerned with the hiring of new candidates and therefore data needs to be fed in the records. In a transaction controlled by a personnel action (PQ**), you must determine the object types for which the

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action is to be executed. For each transaction related to an object type and controlled by a personnel action, specify which default personnel action (PQ**M) is to be processed by the corresponding transaction.

Create Actions

In Create Actions module, the HR further feeds in the status of the candidate being hired. The status field basically shows what payment he will be getting whether he is an active employee or not permanent employee of the organization. Furthermore, the organizational assignment field highlights the position of the employee, the area he will be working in and the employee subgroup which indicates the designation of the employee, like senior manager or junior manager.

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Create Organizational Assignment

In create organizational assignment module, the first header is the enterprise structure which shows the personnel area i.e. Bosicor Pakistan Ltd and the company code. The candidate is going to be working in the corporate office in business area. If the employee is recruited for the management side then his employee group will be shown as active and if he is appointed as senior manager then the EE subgroup will have the SM abbreviations in the module. The organizational plan simply shows different codes of the places and positions he will be working at.

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Create Addresses

In Create Address module, the HR manager will simply fill in the address details of the employee in the fields specified. The HR team is only authorized to make amendments in the form. In the fields the manager fills out the address, phone number, country, region etc.

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Create Planned Working Time

In Create Planned Working Time module the manager works through different fields like work schedule rule and working time. The fields are filled specifying the current office location whether it is corp. office or any other business area. In working time header, the daily working hours, weekly working hours, monthly working hours, monthly working hours and weekly workdays are mentioned.

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Create Basic Pay

In Create Basic Pay module, the manager fills out the pay scale fields highlighting the capacity level of the employee, his work hours and according to that he will be paid. The employee’s pay scale area and pay scale type is also mentioned in it. When the manager fills in all the details, the final statement of payroll will show on screen with figures and check boxes. The manager needs to check the appropriate boxes only according to the recruitment plan of the employee.

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Create Bank Details

Once the payroll is entered, the manager has to fill in details in the Create Bank Details Module. This module shows the comprehensive items on bank details of the employee. The bank detail contains the name of the payee, his country, account number, purpose for salary, and method of payment.

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Create Contract Elements

The Contract Elements module creates the record of the employee concerning his contract type. If his employment with the organization is on temporary basis than the contractual regulations will only include the probation period whereas there will be set of different fields for permanent contract.

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Create Organizational Hierarchy

This module creates the organizational hierarchy of that employee and filters his department, division, and section on the basis of his personnel number and personnel area. Once the fields have been completed, the entries should be saved. These records will further help when the employee is being paid or fired or promoted.

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RECOMMENDATIONS

Bosicor should post the requisition through channels

Career Website Job Boards Agencies Newspapers

Career WebsitesThe company can enhance its employment brand by establishing their online career sites linked with their organization's website.

Job BoardsThe company can post opportunities to its own career sites or expand its search to social networks and hundreds of free and paid job boards.

AgenciesThe company can post opportunities to different agencies or they can even mail them. Nowadays there are several agencies which are providing job opportunities to people.

NewspapersThe company should widely advertise in newspapers, this way people who do not watch television most often can also apply to jobs there.

CONCLUSION

In order to hire competent & quality resources, recruitment and selection is extremely important which screens participants after assessing them on three dimensions: Intelligence, Comprehension & Analytical abilities.

The Company pays special attention on the training and development of its Employees. All new Employees go through a detailed Orientation Training Program. Existing Employees are provided refresher training courses on a regular basis. And selecting the cream out of the best candidates is the job of HR.

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