Introduction of the Company

•Sui Southern Gas Company (SSGC) was established on March 30, 1989
•Sui Gas Transmission Company was build in 1954 for core function of gas purification at Sui field in
Baluchistan and its transmission to the consumption centers at Karachi.
•Southern Gas Company Limited and Sui Gas Company Limited were merged and became Sui Southern
Gas Company Limited
•SSGC portfolio has capability of serve more than millions of customers
Vision

“To be model utility providing quality service by manufacturing a high level of ethical and professional
standards and through optimum use of resources”

Mission

“To meet the energy requirement of customer through reliable, environment-friendly and sustainable
supply of natural gas, while conducting business professionally, efficiently, ethically and with
responsibility to all our stakeholders, community and the nation”
Human Resource Department (HR)

SSGC’s human resource department is categorized in three division.

(I) Operational Development

(ii) Industrial Relations
(iii) Organizational Development
Main Functions of SSGC HR Department
•Talent Management
•Training and Development
•Compensation and Benefits
•Human Resource Information System (HIRS)
•Industrial Relationship
•Grievance Management
•Inquiry and Discipline
Manpower Planning
•Analyzing the current manpower inventory
•Making future manpower required forecasts
•Developing employment programs

Types of Employees Cycle

•Permanent employees
•Contractual employees
•Daily wagers
Ratio
Job Analysis

• Firstly HR identified number of employees going to retire ,from which grade

,Then do job analysis before 3 month before the retirement.
• SSGC hire employees 3 to 4 times in year occasionally, with range 5 to 50
• There is proper structure of hierarchy, so HR department easily fill the vacant
position in form of promotions or other alternatives.
• They mostly do job analysis for top position which are going to be vacant soon
otherwise they don't
• They do succession planning for top positions, where potential seekers also
professionally trained and assessed
Job Analysis Methods

• Job analysis is done when they have to start new projects.

• They collect data through measuring the performance of each employee, then they decide
where new employees are needed
• Data collection method:
1: interview:
Employees about a particular job are interviewed about specific activities that the job comprises.
• Supervisors and chief in charge conduct interview at subordinate level
• While chief and head of department conduct interview at executive/officers level
2: Observation:
• This method is adopted for blue collar employees like welder, meter reader and pipe filter.
• Observation is done by supervisors and managers .
Recruitment cycle time

• SSGC’s recruitment cycle has quite a short term as it spans from 6 months to 1 year. The plan is short-
term because in every 3 years they appoint new CEO, and every CEO brings in new mission.
• Recruitment process:
1. Requisition Forms (covers Job Description and Job Specification)
2. The internal or external circulars for job postings
3. Screening of the resumes
4. Short listed resumes are sent to the user department then HR department set interview calls to short
listed resumes
5. Short listed candidates then fill the Employment Forms (photocopies of academic, career credentials)
6. Then short listed candidates are called for the interview, in which Interview Panel develops interview
matrix where comments are been written.
7. The letters are issued to the selected candidates after the approval of MD.
8. Medical examination
Recruitment Sources/Method

• Internal recruitment:
The job vacancy is advertised locally across the SSGC franchise. The employees who meet the
requirement can send their CV's to the HR department with approval of their head department.
• External Recruitment:
1: An advertisement published in a local newspaper.
2: Recruitment agencies.
3:Ex-staff Recruitment
It usually happens when company need experience staff who can complete the task with safety in
timely manner
Recruitment types

• Advertising:( In local newspaper)

• Recruitment agencies:(Headhunters like HRS global, Fulcrum and ESW)
• Employee referrals: (The candidate should have family relationship)
• Campus recruitment: (NTS test is conducted from students of top ranked universities)
• Transfers & Promotion:
1. Disciplinary transfer: (To penalize an employee)
2. Interdepartmental transfer: (Shortage of employee )
3. Operational request based transfer: (Job Rotation)
4. Performance based transfer: (To motivate an employee)
Selection process cycle time

• Interview:
• They do all sorts of interviews like structured, unstructured, panel, phone and even on Skype. it all
depends upon the time and situation.
• The interview usually involves a panel which comprises of a Manager, department head and the
GM.
• Structured interview: For managerial positions.
• It involves a checklist and a criterion to know capability.
• The aim is to ensure that each interviewee is presented with exactly the same questions in the same
order but the way they answer is evaluated.
• Unstructured interview: For (low level) non-managerial posts
• They ask random question or problem solving questions
Ratio used to analyze the quality

• The manager of hiring team believes that either it is administering or making decision can be
evaluated based on test result.
• Initially SSGC evaluate the candidate based on their CV only.
• To test the quality of candidate SSGC use NTS ,where they asses job knowledge and general
knowledge.
• There is no need to check reliability or validity of the test as the test is used almost everywhere in
Pakistan for hiring in Public Sector.
• In interview they analyze the quality based on the basis of candidate score. They belief through
communication we can judge individual skills, attitude and confidence
• This function is currently inactive at SSGC because they just take it as formality as the
management has to hire them regardless of their skill, experience, education, health, and etc.
Man power planning process

• SSGC have multiple projects going on at a single time and upcoming projects in the pipeline.
• HR department of SSGC keep on forecasting and planning as per the market requirements, latest skill
set and their project pipeline.
• Training of individual also require further planning and time.
• SSGC Man power planning process includes “TEAMS” for each department;
1. WELDING TEAMS
2. SUPPORT STAFFS
3. ENGINEERING AND RESEARCH TEAM
4. LABOR AND UNIONS
5. PROJECT AND CONSTRUCTION TEAMS
6. CONTRACTORS
7. PATROL SERVICE TEAMS
8. STORES DEPARTMENT TEAMS
Current challenges and future challenges
•SSGC was struggling to cope with two difficult but common situations.
•SSSGC has the strategic focus on lowering the Unaccounted for Gas percentage.
•This year around 160MMCFD (million cubic feet per day) gas is expected to be short supplied.
•facing 35 to 40 per cent Unaccounted for Gas (UFG)
•It is the government that fixes the cost we buy the gas for and it is the Oil and Gas Regulatory
Authority that decides on the rate we sell it.
•They are facing two big issues — shortage of gas and gas losses
Legislation affecting their recruitment & selection process

1. Equal Employment Opportunity

•Gender
•Minorities
•Disabilities
•Harassment
2. Employment Information & Health Security
3. Working Hours and Holidays
4. Minimum Wage
5. Employees Reference Checking
When they advertise and review of their advertisement

•When analyze that there is need of the employee for the certain vacant position.
•Mostly hire the employees for operation and management and technology departments.
• Advertise for the vacant position 3 to 4 times in a year.
•Advertise as per the job requirement.
•Advertise mostly in DAWN news.
 Interview process and what factors they asses and how

•Done by the supervisor and chief in charge at the subordinate level.

•Executive level and officer level employees are interviewed by chief and head of department .
•SSGC‘s Managers may conduct individual, group interview
•Observation method
•Structured, unstructured, panel, phone and even on Skype.
•Structured interviews also known as a standardized 
•Involves a panel which comprises of an HR manager, department head and the GM.
•The Unstructured interview is usually preferred for (low level) non-managerial posts.
FACTORS THEY ASSESS AND HOW
• Enthusiastic about his/her job?
•Adjust with our company’s environment, culture etc.
•He/she has some skills like team player to work in teams.
•Capability to overcome the challenges.
•Evaluate certain skills, knowledge and abilities he/she possess,
•Passionate about his/her position.
Factors they consider to develop their salary for various positions I.e. top
middle, lower and daily wages/ contractual
• Labor union
• Personal perception of the wage
• Cost of living
• Government legislation
• Ability to pay
• Supply and demand
• Productivity
Their job design strategies when & how their complete mechanism
•Job Rotation
•Hiring
•Job enrichment
•Job enlargement
Constraints in the Recruitment and Selection
• Reputation of the company
• Budgetary Support
• Government Interferences
• Internal Policies of the Government
SSGC competitor and its comparison

• Introduction (Network, Future plans)

Company name Sui Southern Gas company (SSGC) Sui Northern Gas Pipelines (Limited SNGPL)

Profit 43.16 million 24.94 million

Net sales 102.31 billion 190.81 million

Per share price Rs. 14.74 Rs. 44.17

Total shares in market 880,916,400 634,216,665

Area served Sindh and Baluchistan Punjab, Khyber Pakhtunkhwa, Azad Kashmir &
Islamabad
 Competitive profile Matrix

    SSGC SNGPL
Critical Success Factor Weight Rating score Rating score
Strong presence 0.25 3 0.75 4 1
Market share 0.2 4 0.8 4 0.8
Brand Reputation 0.25 2 0.5 3 0.75
Level of production 0.1 1 0.1 4 4
Successful promotions 0.2 1 0.4 3 0.6
Range of Products 0.05 1 0.05 2 0.05
Low cost structure 0.25 4 1 1 0.25
Successful new Introductions 0.1 1 0.1 1 0.1
Customer retention 0.25 3 0.75 1 0.25
Product quality 0.25 4 1 3 0.75
Customer service 0.25 3 0.75 2 0.50
Customer loyalty 0.1 3 0.3 2 0.2

Total score 2.25 6.5 9.28

Other indirect competitors and Future SSGC

• Petrol Pumps
• Water- heaters and Geezers
• LPG
• Electrical Heaters

Types of Test Selection

• For Trainee officer
• For Top Management
• For Daily Wages
Changes in Recruitment and Selection Process

•Reach is much more expansive

•Improvements in video interviewing technology
•An increased focus on cultural fit
•The kind of employee hiring managers want has changed
Compensation and Benefits Policies

1. Compensation System
•Performance Appraisal
•Extrinsic Rewards

2. Benefits Policy:
•Leaves
•Loans
•Medical Facility
Diverse Workforce
•Goals are divided.
•Not putting so many burdens on single person.
•Easy supervision due to dividing targets.
•Can easily be achieved.
•Measurable
Disable Workers

SSGC follows the Government policy which is comprised of hiring the disabled up to
3 to 4 % so they follow that and give them work according to their skills and
capabilities and treat them as they are treating the other employees.
•Give them targets which can achieve by them.
•Let them work at ground floor
•Computer work is suitable for them
•HR gives wheel chairs if one cannot walk
Salary Structure

Salary structure has a basic pay with allowances of 45 percent house rent, 10 percent utilities and 10
percent petrol allowance. All the data has been assumed based on some factors.
Salary has been divided into 10 bands of each job grades with similar worth in each grade.
Salary Negotiation Factors
SSGC has set certain factors on the basis of which the company does all the negotiations with the
candidate before handing over the appointment letter for the desired position. Factors which are
considered are following:
•Previous experience
•Current salary
•Educational background
•Job fit in our organization

Average recruitment
On an average basis every year 20 to 30 employees are considered to be recruited by the HR department
of the company as per the requirement of the respective departments.
Recommendation

The biggest challenge for SSGC is the aging factor; mean age of employees working for SSGC is around
45-50 years, and in the next ten years all the Senior Management are expected to be moving out. The
biggest challenge is the turnover rate which is about less than 1% which also includes the deaths of the
employees. Therefore the recommendation for this organization would be the induction of youth, and
providing them training so that SSGC is handled efficiently without being excessively dependent on a
specific age bracket that is bound for retirement.
Suggestions
•UFG should be number one priority
•Reduce the workload
•Proper system of giving intrinsic and extrinsic rewards
•Strong corporate culture should be implemented
•Flow of communication
•Political influence free working environment
•New testing criterion
•Transparency in terms of recruitment process
•Recruiting policy of welders and mechanics should be changed
•HR related ratios
•Adequately train and develop employees