The existence of a Human Resources Department is vital and essential to overall productivity and efficiency of the strong workforce in any thriving company. In fact, good Human Resources can be one of the most valued and respected departments in an organization; their job is people, and it is an accepted and proved fact that people are any company’s most important asset.
The vital HR objectives are established in order to support the overall attainment of a Company’s strategic business plans and objectives. The HR Department constantly evaluates the effectiveness of the Organisation and initiates, stimulates, develops and supports required strategic changes in the Company.
HR Department is responsible to promote and maintain the overall success of the Company in all aspects. It listens to the problems of Employees and links with the Management acting as an Intermediary and as a Strategic Business Partner. HR Department is seen and recognized as the Champion for Change in any Company.
HR Department activities and focuses are linked to the Company Vision, Mission, Values, Goals, Business Plans, Action Plans and Corporate Culture. It is the responsible party to correctly and strategically advise the Management on all Employee aspects, and as a tool of measurement for overall success and achievements, and for any corrective and remedial action – if need be.
HR Department aims to develop quality of the Employees in all aspects, from their performance and execution of job duties and responsibilities, improve their skills, competencies and talents – and to add value and contents to their job to increase morale, motivation and job satisfaction of the Employees in any Company.
HR Department aims to ensure the Best Practices in the field of HR are available and being practiced in the Company, and in making the Establishment as The Best Place To Work, an Employer of Choice and an Equal Opportunity Employer.
HR Department is also considered as ‘The Conscience Keeper’ of the Company, like that in a human body. It has to advise correctly, professionally and ethically the Senior Management, The Chairman, The Board and other Stake Holders – and bring Staff and Management together as one for the overall interests, benefits, well-being, health and for its future and prosperity. HR Department is held as accountable, responsible, professionally and ethically involved in ensuring corrective and remedial actions are taken – and to avoid going into troubled and problematic areas – and whenever necessary.
Finally and not the least, HR Department is also responsible and accountable for the cohesiveness, unity, team building and as a Strategic Business Partner of the establishment.
- Human Resources Role – Continued.
We at MAS-TRAC have assigned a very important role to Human Resource (HR) Development. In fact, it is an intricate part of our culture and is reflected in all aspects of our functioning. The Human Resource policy is administered through the integrated use of various systems, the details of which is as given below:
1. Selection
Objectives
- To give our Customers an edge over their competitors by recruiting quality personnel
- To recruit as far as possible, through our own internal source
Strategy:
- To achieve this we will identify and develop benchmarks for all positions of our clients in terms of educational qualification, skill requirements and training through job descriptions.
- Develop a selection process consisting of various technical and psychological test of the short-listed final candidates for our clients.
- Only individuals who confirm to the set parameters become part of the selected candidates for our clients.
2. Training
Objectives:
- We will develop a variety of knowledge, attitudes and skills among individuals to improve overall performance, quality and effectiveness of the organization
- We aim to keep abreast with the latest science, innovation, technological and professional cum ethical developments in our industry.
- We will aim to develop The Graduate Development Programmes for the higher positions of our clients.
- We aim to create and initiate Training and Development (and Omanisation) for our clients..
Strategy:
- Firstly by identifying training needs based on appraisal feedback and individual training needs analysis
- Imparting training in Managerial, Technical and Professional Programmes.
- Conducting special accelerated training courses for employees identified as High Fliers and with higher potential.
- By conducting follow-up programs to monitor effectiveness of each training program.
- By a Training feedback system, that ensures effective designing of the Training Program through constant improvisation.
- Regular Supportive Training and On The Job Training Programmes.
3. Others as per Customer Requirements (See Services we offer).
3. Performance Appraisal
Objectives:
- To reward & provide feedback to employees on their performance.
- To identify individual strengths and weaknesses and recommend areas of improvement.
- To identify employees who have potential to grow to higher positions.
Strategy:
- Conducting, monitoring & reviewing annual appraisals.
- Analysing and comparing performance data of different individuals/units which is then utilised for career planning & training purposes.
4. Compensation Management
We conduct an annual comparative survey to evaluate Dalma Energy's competitiveness to attract the best talent and to restructure compensation in order to be the best in the industry role.
5. Employee Relations and Welfare Measures
Objectives:]
To increase employee participation, motivation and to create a sense of affiliation with the organisation
Strategy:
- We have a Grievance redressal system which aims to resolve individual grievances and ensure a zero level grievance.
- Suggestion scheme aimed at
- Managing creative potential of employees.
- Rewarding original and creative efforts in problem solving, cost reduction, time saving, and wastage elimination.
- Safety awards / Incentive scheme aimed at
- Rewarding best safety performance.
- Motivating employees to adhere to safety standards.
- Other incentive schemes like Performance Bonus , Rig Move Bonus, and Man of the Month award aimed at improving the performance and its quality.
- Long Service awards to recognise and inculcate loyalty to the organisation
- Besides this there are other welfare schemes designed to take care of the employees financial needs such as Housing Loan Scheme, Special Loan and Salary Advance.
- Accident Insurance for each employee to take care of any contingencies.
6. Organisation Development
Objective:
To review periodically the climate and quality of work life
Strategy:
- We conduct periodic organisational diagnosis surveys once in two years
- Also apply and set O D intervention techniques from time to time for effective operations..
7. Management Information System
We have developed a very comprehensive M.I.S which is not only a status report but is also used in analysing the latest trends in terms of performance, turnover etc. It is also used as an effective control / monitoring system
Thus every individual employee is an integral part of Dalma Energy and we credit our success to this "PEOPLE ORIENTATION".
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