INTRODUCTION

About Shell Pakistan Objective The objectives of Shell Pakistan Ltd. are to engage efficiently, responsibly and profitably in oil, gas, chemicals and other selected businesses and to participate in the search for and development of other sources of energy to meet evolving customer needs and the world’s growing demand for energy. Values Shell Pakistan Ltd. employees share a set of core values – honesty, integrity and respect for people.  We also firmly believe in the fundamental importance of trust, openness, teamwork and professionalism, and pride in what we do.

Sustainable Development As part of the Business Principles, we commit to contribute to sustainable development.  This requires balancing short and long term interests, integrating economic, environmental and social considerations into business decision-making. Shell principles Economic Competition Business Integrity Political Activities Health, Safety, Security and the Environment Local Communities Communication and Engagement Compliance

Shell History in Pakistan Shell has an over 100 years presence in the Subcontinent

Board of Directors Mr. Zaiviji Ismail GM Retail Sales and Operations. Mr. Saw Choo Boon  Vice President Mr. Leon Menezes General Manager Human Resources – Pakistan.

TECHNOLIGIES IN SHELL

The HR manager is often a director who is not a member of the executive committee. The importance of the human resource function and the human resources information system has grown over the last ten years 2

Primary HR Activities Employees Data Management The Firm Education Benefit Administration Education & Training Hiring Terminat- ion Recruiting The Firm Potential Employees Retired Employees Employees Data Management 3

ASIF SHEHZAD MT-04-36 HRIS

Human Resource Information System (HRIS) A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources.

The Evolution of the HRIS First, paper files were located in the Personnel department. Then, punched card and magnetic media files were located in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born. 7

HRIS Applications Clerical Applications Applicant information Basic Employee Records Job Database Sub Modules based on functions Training Turnover Analysis Succession Planning Benefits Management Monitoring functions Attendance

A Common HRIS

1990/91 HRSP Survey (513 firms) Mostly large companies 2,000 organizations represented in the U.S., Canada, and other countries More than one third of the respondents were multinational 5

HRIS systems include the employee name and contact information and all or some of the following department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veterans status, visa status, benefits selected, and more.

HRIS Model Of Shell Recruiting subsystem HRIS Database Compensation Output subsystems Input subsystems Work force planning subsystem Data Information Accounting information system Recruiting subsystem Internal sources Human resources research system Work force management subsystem Users HRIS Database Environmental sources Compensation Subsystem Manufacturing intelligence subsystem Benefits subsystem Environmental reporting subsystem 9

KHURRAM RASHID MT-04-39 INPUT SUBSYSTEMS

Accounting Information Subsystem In Shell Two main types of data Personnel : Name, birth date, sex, marital status, education, skills, etc. Accounting : Hourly rate or monthly salary, taxes, insurance deductions, etc. 10

Human Resources Research Subsystem In Shell Examples: Job analyses and evaluations Succession studies Grievance studies This research can generate new data for the database (job analyses) And it can use existing database contents (succession studies) 11

Human Resources Intelligence Subsystem In Shell HR has the responsibility for interfacing with the most environmental elements of any functional area. Government -- stay current on legislation. File reports. Suppliers -- employment services Labor unions, local community, competitors -- sources of employees Global community intelligence Financial community -- employee planning Competitor intelligence 12

Environmental Human Resources Databases Of Shell Executive search firm databases University databases Employment agency databases Public access databases Corporate job banks 13

MUHAMMAD DILDAR MT-04-18 HRIS DATABASE

The HRIS Database Of Shell Type of data: 1. Employee 82.5% of the firms maintain only employee data 2. Nonemployee 8% of the firms mainly organizations external to the firm 14

Possible HRIS Database Locations 342 174 52 32 15

Database Location Operating division -- decentralized Outside service center -- outsourcer Central computer is still the most popular location HR computer in only 34% of the firms Some firms keep database in multiple locations 16

Users of the HRIS Database Non HR HR Other HR Executives Director Managers Managers (2.78) (3.79) (4.33) (3.09) 1 2 1 1 3 4 3 5 4 Not at all Occasionally Monthly Weekly Daily 17

Basic Forms of HRIS Output 18

Software Custom software is usually developed jointly by HR and IS Some software is integrated into a core HRIS Some is standalone 19

SAMAN NAZ MT-04-01 OUTPUT SUBSYSTEMS

Work Force Planning Subsystem

Work Force Planning Subsystem Of Shell Enable manager to identify future personnel needs Organization charting Salary forecasting Job analysis/evaluation Planning Work force modeling 20

Work Force Planning Applications Number of Firms Using Work Force Planning Applications In Being Application name use developed _____________________________________________ Organization charting 238 58 Salary forecasting 237 47 Job analysis/evaluation 176 66 Planning 68 61 Work force modeling 66 29 Totals 785 261 Percent applications in use: 75 21

Recruiting Subsystem Of Shell Applicant tracking Internal search 22

Number of Firms Using Recruiting Applications In Being Application name use developed ____________________________________________ Applicant tracking 235 98 Internal search 111 56 Totals 346 154 Percent applications in use: 69 23

Work Force Management Subsystem Of Shell

Work Force Management Subsystem Of Shell Performance appraisal Training Position control -- ensuring that headcount does not exceed budgeted limits. Relocation Skills/competency Succession Disciplinary 24

Number of Firms Using Work Force Management Applications In Being Application name use developed _____________________________________________ Performance appraisal 244 60 Training 216 102 Position control 177 108 Relocation 121 33 Skills/competency 115 107 Succession 110 102 Disciplinary 63 39 Totals 1046 551 Percent applications in use: 65 25

Compensation Subsystem Of Shell Most systems in use Merit increases Payroll Executive compensation Bonus incentives Attendance 26

Number of Firms Using Compensation Applications In Being Application name use developed ___________________________________________ Merit increases 404 36 Payroll 389 21 Executive compensation 273 39 Bonus incentives 230 31 Attendance 191 69 _____________________________________________ Totals 1,487 196 Percent applications in use: 88 27

AYESHA GULL MT-04-46

Benefits Subsystem Of Shell Defined contribution Defined benefits Benefit statements Flexible benefits Stock purchase Claims processing 28

Number of Firms Using Benefits Applications In Being Application name use developed _____________________________________________ Defined contribution 275 38 Defined benefits 270 47 Benefit statements 234 57 Flexible benefits 195 55 Stock purchase 149 16 Claims processing 88 11 Totals 1211 224 Percent applications in use: 84 29

Environmental Reporting Subsystem Of Shell Reporting firm’s personnel policies and practices to the government EEO records EEO analysis Union increases Health records Toxic substance Grievances 30

Number of Firms Using Environmental Reporting Applications In Being Application name use developed _____________________________________________ EEO records 402 43 EEO analysis 352 47 Union increases 165 13 Health records 102 41 Toxic substance 80 32 Grievances 66 31 Totals 1,167 207 Percent applications in use: 85 31

Executive Perception of HRIS Value 242 185 31 25 9 4 Top mgmt is unaware of HRIS HRIS has little value HRIS is valued less than other systems HRIS is valued on a par with other systems HRIS is valued higher than other systems HRIS is the most highly valued 32

Users of HRIS Environmental Reporting Management Work Force Compensation Work Force Planning Recruiting Benefits HR director X X X X X X Other executives X X X X X X Compensation/benefits manager X X HR planning manager X Employee/labor relations manager X X EEO/AAP manager X X X X X X Recruiting & selection dvlpmnt mgr X X Training manager X Manager of accounting X X Payroll manager X X Other managers X X X X X X

CONCLUSION