cmp report 2

7/28/2019 Cmp Report 2

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CareerdevelopmentSystem of MEPCO

& PARCOPurpose of this study is to know about what type of career developmentopportunities, MEPCO & PARCO provide to their employees to make them

able to meet the global challenges.

201

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NATIONAL UNIVERSITY OF MODERN LANGUAGES

(Multan campus)


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EXECUTIVE SUMMARY

The businesses in the last couple of decades have seen rapid transformation with the Information

Technology intervention. The pace of technological transformation is posing greater challenges

for HR professionals to retain and maintain competent employees to gain advantages of ITrevolution. The emerging concepts of global village and global competition have resulted in

change in the strategic perspective of organizations. The ever-increasing strategy of mergers and

amalgamations to capture bigger market share have created complex HR issues. The globalcompetition means an increased awareness of competitive environments. Not only are these

organizations competing with others for a share of the market, they are also competing to keep

employees. With the fast paced technological advancements, the employment market is facedwith a dearth of skilled and competent people available to fill the gap. In these days of job

seekers market employers will have to provide more than a good salary and benefits to keep

good and even mediocre employees.

Training and career-development activities are among the most important factors influencingemployees' engagement and commitment. In this economy, some organizations may make the

mistake of shifting their focus away from such opportunities. Instead, HR leaders should create

stronger cultures for development.

The purpose of this study was to know about what type of career development opportunities,

MEPCO and PARCO provide to their employees to make them able to meet the global

challenges.

We chose MEPCO and PARCO. MEPCO is one of the biggest Distribution Companies of WAPDA. Its

area of operation is from Sahiwal to Sadiqabad, Bahawalnager to Bahawalpur and Tounsa Sharif to

Rajanpur and bordering with Sind, Balochistan and Khyber-Pakhtunkhwa. MEPCO is the largest

organization in the region; having 17193 employees.

PARCO The Pak Arab Refinery Ltd is a fully integrated energy company and is one of the largest

companies in the Pakistani corporate sector with an asset base exceeding Rs. 100 billion.

In this research we have used Interviews and Unobtrusive measures to study the various aspects of the

above mentioned position. We conducted detailed interview with the Director HR Mr.Naeem, and studied

organizations documents, policies and procedures. We met with different people of the organization to

get information. We have tried our utmost effort to sincerely prepare this report on career development

opportunities provided by these two organizations.

Career Development System of MEPCO Page 2


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MULTAN ELECTRIC POWER COMPANY (MEPCO)

MEPCO is one of the biggest Distribution Company of WAPDA. Its area of operation is from Sahiwal to

Sadiqabad, Bahawalnager to Bahawalpur and Tounsa Sharif to Rajanpur and bordering with Sind,Balochistan and Khyber-Pakhtunkhwa. MEPCO is the largest organization in the region; having 17193

employees.

The Charter of MEPCO is to provide the reliability, quality and safety of electric power supply to the

consumers in its Jurisdiction. MEPCO is envisaged for the creation of the resources and engineering plans

for additions, renovation and augmentation of the distribution system in order to achieve charter. MEPCO

is putting efforts to make it a viable and progressive utility to take care of consumer's power demand.



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History of MEPCO

Under the WAPDA act 1958, WAPDA created eight Area Electricity Board in all four provinces to

distribute electricity. The distribution in Southern Punjab including Bahawalpur, D.G.Khan and Multan

Divisions were entrusted to newly created Area Electricity Board Multan. The company which was

supplying power to the Multan area was known as MESCO. Defunct MESCO was taken over byWAPDA in the year 1981. All these Area Boards were under General Manager (Op) Distribution

WAPDA Lahore. During 90s when new corporate culture was emerging in Pakistan and public sector

companies were being privatized, WAPDA also envisaged the restructuring of its Power Wing.

Accordingly 12 companies were established and got registered from SECP. Out of these; 08 companies

were Distribution companies, 3 were Generation and 1 Transmission and Dispatch Company. MEPCO

was established w.e.f 01-07-1998 replacing the old Area Electricity Board Multan. At present MEPCO is

providing electricity to 13 districts of Southern Punjab. It has more than 3332147 Domestic, 380661

Commercial, 40472 Industrial, 59584 Tube Well and 1685 other consumers.

Vision

To ensure convenient availability of high quality power in area of responsibility, in order to alleviate the

poverty, improve quality of life and make the Industrial and Agriculture Sector competitive in the World

Market.

Mission

To Ensure convenient availability of high quality electric power to the people at affordable price,

retaining financial viability of the Company.

Objectives

To play and active role to make Sar Sabz and Roshan Pakistan

Ti facilitate agriculture and industrial sector

To ensure un-interrupted and stable power supply to all customers

State-of-the-art customer care for satisfaction of customers

To provide electricity to every village in jurisdiction of company

To establish, construct and operate reliable electricity distribution network

MEPCOs Commitment

Improve customer satisfaction

Reduce Line Losses



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Weed out corruption

Increase revenue generation

MEPCO web site is launched to provide the best customer services

Management Philosophy

Open door policy for all

Tackle all problems upfront

Merit, justice, fair play be the hallmark

Transparency in all fields

Accountability of everyone

Corporate Strategy

In the long run the company desires to become a profit earning concern by minimizing the line losses and

maximizing the recovery. The company would like to ensure availability of uninterrupted power supply to

the people of the thirteen districts under its jurisdiction. To ensure that the company is well managed and

deliver efficient and quality service to the electricity consumer at the minimum cost possible.

Culture

MEPCO has its own strong culture. The employees own the company.

Core Value

The core value of the company is that no other company is operating in this area for this purpose.

Business Strategy

The business strategy is to provide electricity to the consumers at affordable rates. The domestic

consumers using less energy are charge at very low rates. The commercial, industrial and big domestic

consumers are charged very high rates. In order to develop agriculture sector, subsidies provided and theyare charged less rates as compared to commercial and industrial consumers.



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Organization Structure

MEPCO comprises of the following eight (08) distributions Operation Circles, one

Construction and two (2) GSO Circle.



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HR DEPARTMENT IN MEPCO

HR & Admin. Director

He is primarily responsible for all HR matters. It involves induction, recruitment, training, reward,

disciplinary matters, welfare cases, career planning, promotions and develop compensation programs.

Under whom there are 03 manager and 07 Deputy Managers to carry out the Human Recourse

Management.

Manager (Labor & Legal)

He acts as legal advisor on legal matters. He monitor legislation against and by the company through

MEPCO engaged counsels. The Manager (Labor &Legal) keeps a close liaison with the labor union forpeace& harmony. He also conduct meetings with labor union representatives to to discuss the demand /

issues raised by CBA.

Manager (Admin)



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He is responsible for general services like Transport, Stationary, Furniture, T&P, Computer and

Allotment of Residence, Medical Reimbursement Etc. he is also responsible for processing deciplinary

cases and initiating inquiries on receipts of complaints and information reports.

Manager HRM

He is responsible for Human Resource planning, induction, orientation, training, and development,

promotion, transfer, and performance appraisal.

MEPCO CAREER DEVELOPMENT SYSTEM

WAPDA is the second largest organization in Pakistan it is performing multifarious task to keep the

economy of the country on the track and provide vital energy for annual growth. It needs talented

employees for maintaining sustainable competitive advantage and individuals require career opportunities

to develop and grow their competencies.

Thats why MEPCO places more importance on career development of its employees so that it capture

the very best of employees contribution. Facilities that MEPCO provide to its employees are given

below:

TRAINING AND DEVELOPMENT

Traininng and development is an important tool in the hand of organization for the motivation of

employees. Training improve the skills , knowledge and attitude of employees which in turn increase the

efficiency and performance.

Orientation

Training

On the job training

Off the job training

ORIENTATION

The newly appointed employees are given formal training in regional training centre MEPCO Multan.

During orientation various regional heads deliver lectures about working of their formations/ and sectionsthe orientation program is generally conducted for two weeks. There is no formal orientation program for

subordinate staff. They are however given orientation by their supervisor informally.

TRAINING

MEPCO has one regional training centre at Multan where all categories of subordinate staff such as;

Meter Reader Lineman, Line Superintendent, Computer Operator, Clerk Assistants, Stenographer etc are



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imparted training in their respective field. Beside there are eight Circle Training Centres where Helpers,&

Assistant Lineman are given training on the job assignment. Both on the job and off the job trainings are

conducted at MEPCO.

On The Job Traininggenerally meant for line and technical staff. Whereas ;

Off The Job Trainingis imparted to officers as well as staff which includes lectures, presentations video

films in classroom. Training is regular feature in MEPCO.

WAPDA Training Institutes

General Manager (Training) office is functioning at WAPDA House, Lahore and controls

various training centers detailed below: -

a. WAPDA Staff College, Islamabad.

The officers are given management training at WAPDA Staff College Islamabad.

Where cources for junior officers are, middle level officers & and senior management

level are regularly conducted round the year. The management training is essential for the

promotion of officers to the next rank.



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b. WAPDA Engineering Academy (Water & Power), Faisalabad

Some categories of subordinate staff are got technical training in this academy.

Other institutes for training are given below;

c. Thermal Generation Training Center, Guddu

d. Hydel Training Center, Mangla

e. Technical Services Group, Lahore

f. 8 Regional Training Centers (RTCs), one at each DISCO

EXTERNAL SOURCE:

Pakistan Institute of Management Lahoreis also an external source for training of MEPCO officers to

equip them with new techniques.

Pakistan Institute Of Development Economic Islamabadhelp senior officers in project management

courses.

MEPCO sends some of its officers for higher education at her expense in local as well as foreign

Universities in the field of Engineering, Management, Finance and Medical. The officers are also granted

study leave for improving their qualification at their own expenses.

PROMOTION

Promotion is a regular feature in MEPCO for which a promotion policy has been evolved. Under

promotion policy, Departmental promotion exams and promotion training is two essential ingredients for

promotion. Almost in every category there is a quota for promotion and direct recruitment.

PROMOTION POLICY. SALIENT POINTS

The salient points of promotion policy are given;

Confidential reports will be given due importance, but will not be the sole criterion for

promotion to selection post.

Possession of experience, job achievements and performance on mandatory courses will be given

due importance in case of promotion to the selection posts.

The panel of promotion should be comprise a minimum of two officers for each vacancy in BPS-

18 and three officers for each vacancy in BPS-19 and 20.



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An officer should posses the minimum length of service prior to becoming eligible for promotion

to next higher grade as prescribed under;

For Grade- 18 5years in Grade- 17

For Grade- 19 12years including 5years service in a post

Carrying BPS-18.

For Grade- 20 17years in Grade- 17 and above.


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