1. INTRODUCTION

2. 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.

3. 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

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

5. 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.

6. TECHNOLIGIES IN SHELL

7. 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

8. 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

9. ASIF SHEHZAD MT-04-36
HRIS

10. 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.

11. 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

12. 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

13. A Common HRIS

15. 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

16. 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.

17. 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

18. KHURRAM RASHID MT-04-39
INPUT SUBSYSTEMS

19. 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

20. 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

21. 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

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

23. MUHAMMAD DILDAR MT-04-18
HRIS DATABASE

24. 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

25. Possible HRIS Database Locations
342
174 52 32 15

26. 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

27. 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

28. Basic Forms of HRIS Output18

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

30. SAMAN NAZ MT-04-01
OUTPUT SUBSYSTEMS

31. Work Force Planning Subsystem

32. 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

33. Work Force Planning Applications
Number of Firms Using
Work Force Planning Applications
In Being
Application name use developed
_____________________________________________
Organization charting
Salary forecasting
Job analysis/evaluation
Planning
Work force modeling
Totals
Percent applications in use: 75 21

34. Recruiting Subsystem Of Shell
Applicant tracking
Internal search 22

35. Number of Firms Using Recruiting Applications
In Being Application name use developed
____________________________________________
Applicant tracking
Internal search
Totals
Percent applications in use: 69 23

36. Work Force Management Subsystem Of Shell

37. 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

38. Number of Firms Using Work Force Management Applications
In Being Application name use developed
_____________________________________________
Performance appraisal
Training
Position control
Relocation
Skills/competency
Succession
Disciplinary
Totals
Percent applications in use: 65 25

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

40. Number of Firms Using Compensation Applications
In Being
Application name use developed
___________________________________________
Merit increases
Payroll
Executive compensation
Bonus incentives
Attendance _____________________________________________
Totals ,
Percent applications in use: 88 27

41. AYESHA GULL MT-04-46

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

43. Number of Firms Using Benefits Applications
In Being Application name use developed
_____________________________________________
Defined contribution
Defined benefits
Benefit statements
Flexible benefits
Stock purchase
Claims processing
Totals
Percent applications in use: 84 29

44. 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

45. Number of Firms Using Environmental Reporting Applications
In Being Application name use developed
_____________________________________________
EEO records
EEO analysis
Union increases
Health records
Toxic substance
Grievances
Totals ,
Percent applications in use: 85 31

46. 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

47. 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

48. CONCLUSION