HUMAN RESOURCE PROJECT ON NEPRA

MARIYA 0103HIRA 0094SECTION M-6

NEPRA has been created to introduce transparent and judicious economic regulation, based on sound commercial principals, to the electric power sector of Pakistan. NEPRA reflects the country's resolve to enter the new era as a nation committed to free enterprise and to meet its social objectives with the aim of improving the quality of life for its people and to offer them opportunities for growth and development

NEPRA belief that

“THEIR PEOPLE ARE THEIR GREATEST

ASSETS.”

Acknowledge the contribution each one of them makes. Focus on People Development. Staff people with world class Professionals. Ensure that the right systems are in place to encourage. Create a collaborative and mutually supportive work environment. Develop Performance Management and reward systems.

HR INTRODUCTION

HR OBJECTIVES: To look out for the well being of all employees Provide leadership and direction to employees Career Development planning for all employees Ensure thorough training of nationwide employees. To provide individual employees with orientation on the

company at the time of joining. To provide employees with solutions to their problems. Maintaining data records of all employees of NEPRA (Human

Resources information System).

To evaluate and retain those employees who are assets to the company.

Development of interactive web-site aligned with all HR sub-functions to facilitate communication between employee and organization through dialogue boxes and speedy availability of information.Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction and heading towards Relationship Building, in this all the links are being recreated and employees are given much more weight as compared to past.

HRIS

HR PLANNING:

To determine what HRM requirements exist for current & future supplies & demands of workers.

Right numbers kind of people at right place. Performance evaluation Promotions Regular training and development programs.

HR FUNCTIONS OF

1.STRATEGIC HR MANAGEMENT2.STAFFING3.RETENTION4.HR DEVELOPMENT5.COMPENSATION AND BENEFITS6.HEALTH SAFETY AND SECURITY

7. EMPLOYEE AND LABOR RELATIONS8. HUMAN CAPITAL AND HR9. HR MANAGEMENT CHALLENGES10. HR MANAGEMENT ROLE

a. Administrative role of HRb. Operational & Employee advocatec. Strategic Role

11. HR TECHNOLOGY (Human Resource Management System)

RECRUITMENT:

INTERNAL SOURCES

EXTERNAL SOURCES

In NEPRA, selection Criteria is based on numerous factors such as: education, health, background experience.

SELECTION PROCESS

1.APPLICATION2.WRITTEN

EXAMS

3.PERFORMANCE EXAMS

4.SPECIALIZED TESTING

5.PANEL INTERVIEW

6. SELACTION INTERVIEW

PANEL INTERVIEW:

SELECTION INTERVIEW: The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the eligibility list, since all persons referred to

the department are qualified. Head will look for the candidate with the best qualifications for particular

position. The candidate selected to fill the vacancy will undergo a medical examination,

drug screen, background investigation, and a probationary period before attaining permanent employment status.

TRAINING & DEVELOPMENT

NEPRA provides full opportunity to its employee to develop themselves and also train them according to the requirements of their job. The employee is being trained in many ways while they are on job.

On-the-job Training:

EXTERNAL TRAINERS:

A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training session or an employee are be sent to one of these learning opportunities during work time.

These training opportunities are provided in the form of seminars, classroom training courses and workshops.

PERFORMANCE APPRAISAL:

At NEPRA performance appraisal is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives

COMPENSATION & BENEFITS

At NEPRA the compensation often cater in the form of monthly pay, incentives, benefits and reward such as gain sharing and productivity rewards

IN NEPRA FOLLOWING COMPENSATION & BENEFITS APPLY:

Promotion:

Promotion is direct shift only to the next level from the current grade, the employee’s performance is evaluated and if his performance is above average he is given promotion.

INCREMENTS:NEPRA decides at the end of the financial year, according to its financial condition, whether increments should be given or not.

NEPRA provide free medical facility to workers depending upon the position/rank of the employee.

House loans:

NEPRA give the facility of house loan only to deserving individual. The loan approval depends upon the post of the employee.

1. They should develop such system in their HR department that no ethical issues can be raised.

2. The employees should participate in all the activities of the department.

3. They should choose plan in such a way that when there is a need of recruitment the proper candidate must be available.

4. The factor of favoritism must be eliminated from the department of HR.

5. They should hold meetings of the HR employees more frequently for eliminating any misunderstanding.