Burge Pakistan Businesses

Introduction:

Burge is a global group of energy and petrochemical companies. We are active in more than 130 countries and territories and employ 108,000 people worldwide.

Operations

As an energy company, Burge explore for, produce and trade in a range of energy resources. It explores for and produces oil and gas and creates essential products from them, such as fuels and petrochemicals. Burge also has a broad portfolio of hydrogen, biofuels, wind and solar power interests and provides consultancy and technical services as well as research and development expertise to the energy industry.

Exploration & Production

Burge Exploration & Production is involved in the search and recovery of oil and gas around the world. Along with Gas and Power, Exploration and Production are responsible for what is known as the ‘upstream’ part of burge business. . Burge strategy is “more upstream” with large amounts of investment planned to help get more out of existing oilfields, and to develop new material oil and unconventional oil and gas.

Gas & PowerBurge has pioneered the gas industry for more than 10 years, and it is now one of the largest equity producers of natural gas with a fast-growing presence in the Power business. Gas & Power business already stretches across 15 countries and, as the world searches for greener forms of energy, Burge expect demand for natural gas - the cleanest hydrocarbon - to double over the next two decades.

Downstream

Burge Downstream Classes of Businesses (COB – Manufacturing, Supply and distribution, Retail, Business to Business, Chemicals and Lubricants businesses) engage in refining crude oil into a range of products including fuels, lubricants and petrochemicals. Downstream is a global business of considerable scale – for example, the network of burge service stations in around 15 countries is the industry’s largest and is supported by a strong brand.

The downstream classes of businesses were responsible for an income of over $10,000million in 2005.  Shell’s strategy is “profitable downstream” (Annual Report 2005).  To help achieve this, over $4 billion was invested in downstream in 2006 to help reshape the downstream portfolio, introduce global processes and standards and maintain top quartile operational
performance. The downstream businesses are truly global; aviation business alone supplies airports in 90 countries worldwide, fuelling some 20,000 aircraft every day.

Trading 

burgeTrading is the principal trading and shipping business within theburge Group.  It comprises a network of separate companies which trade in their own right but which also belong to a global organization, enabling them to share knowledge and advice on best practice, implement common systems and controls, and manage risks associated with international trading in a competitive environment.

Strategy

Our strategy is “more upstream and profitable downstream.” We are focusing on delivery and growth, leveraging our strong portfolio.

Vision

The objectives of the burge Group are to engage efficiently, responsibly and profitably in oil, oil products, 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. burge believes that oil and gas will be integral to the global energy needs for economic development for many decades to come. Burge role is to ensure that they extract and deliver them profitably and in environmentally and socially responsible ways.

Burge l seeks a high standard of performance, maintaining a strong long-term and growing position in the competitive environments in which it chooses to operate.

Burge aim to work closely with their customers, partners and policymakers to advance more efficient and sustainable use of energy and natural resources.

Honesty, Integrity & Respect

Burge core values honesty, integrity and respect for people are central to their operations worldwide. They have formed the basis of General Business Principles for 10 years and remain as important as ever.

Our People

Our commitment to our people manifests itself in many ways such as ensuring safe working conditions, the protection of our facilities or our investment in training and recruitment.

Diversity & Inclusiveness

At burge, we see a diverse staff and an inclusive work environment as vital to building relationships with employees, customers, suppliers stakeholders.

Burge Pakistan Businesses

Burge prides itself on supplying your company with the quality products and customer service you have come to expect over the years. We aim to make doing business with us as smooth as possible.

• Aviation
• Transport
• Exploration & Production
• Industrial
• Liquefied Petroleum Gas (LPG)

Human Resourse (HR) in Burge.

As Human Resources business professionals, they contribute to burge s bottom line performance and long-term sustainability. They work hard to support the business, but often forget the need to build a shared understanding within the HR function of their role and celebrate the success of work, which is so hard to achieve.

While many other companies are just starting HR functional excellence or debating whether HR should is ‘at the table’, burge s HR believe that they are Ahead of the Game. And they are determined to keep things that way.

HR in burge is ‘at the table’. It is known for its valued partnership with business leaders and for being a trusted resource for resolving employee issues and advocating employee interests. They are in need to build on this foundation and to become recognised – internally and externally – for cost-effective, world-class, first quartile delivery of HR services and for their expertise in all key aspects of HR.

Human Resources (HR) involves managing the processes that affect human performance and attitudes in a way that delivers business results. The value added by HR activities can significantly increase the rate of return on burge s investment in people. HR policies and processes directly impact the bottom line through employee attraction, on boarding, retention, development of leadership capabilities and motivation. The HR function, that is, the global community of HR professionals, is accountable for the quality, implementation and execution of these processes to deliver better business results.

There are many ways to describe the role of HR and many competing management ‘gurus’ offering their ideas. Professor David Ulrich produced this model 10 years ago – and lots of things have changed since then. But the underlying concepts are still valid. Most models of HR are structural. The Ulrich model is about what HR does. However, it matters less which model you use than what you think about the roles and relationships that HR needs to have in order to add value.

Burge Pakistan HR Org Chart

Business player:

• attraction and recruitment processes
• leadership and talent identification and assessment
• skill pool management and talent reviews
• organisational analysis and design
• aligning business strategy with individual objectives

Change agent:

• strategy planning and culture assessment
• change management planning
• mergers and acquisition support
• behavioural feedback and coaching
• employee communications
• business improvement
• learning strategies

Line/staff support:

• employee advocate
• performance management processes
• staff opinion surveys
• consultation
• employee issues resolution and relations
• policies and systems
• remuneration and benefits

Administrative expert:

• transactional activities
• shared services - outsourcing and off shoring
• payroll administration
• employee services
• job evaluation processes

HR in Burge - strategy and priorities

Since 2004, Group strategy has been focused in a single phrase: ‘More Upstream and Profitable Downstream’.  To deliver this strategy burge now has a simpler Group organisational structure. This clarifies functional accountabilities and requires them to raise their game to ensure they have the capabilities to deliver these fundamental changes. Burge have put in place a single HR Functional Plan for the Group, with each Business and Function working in support of the overall Group strategy and objectives.

 The Plan is a central part of burge ’s functional leadership and links directly to the Group’s overall strategy. They have established four key strategic priorities for HR, based on core HR processes with defined costs and headcount. Shell understands HR’s contribution across the Group.

Step of hiring of BURGE

Recruitment Database

The organization’s ability to recruit the best possible people in the minimum possible time is dependent upon the quality of the recruitment database. As of August 2006, burge Pakistan HR has started using a newer and more efficient database system. The database is updated with voluntary applications and reference CVs. Burge on average receives 250 C.V’s daily, and around 100 of them are kept in Database. A well-structured and well-equipped database leads to reduced costs through less dependence on headhunters/recruitment consultants. An application upon being received is forwarded to the Recruitment Manager who categorizes the CV’s into the following:

1. Graduate Recruits
2. Non Graduate Recruits (Professionals)
3. Mature Recruits for Sales, Marketing, Operations, Finance, HR, IT

Offers

Once the candidate has been selected, the HR department will recommend the remuneration package, in consultation with the respective Line Manager, and prepare a formal handshake for the individual. The individual will sign the handshake in acceptance of the appointment.

Joining Formalities

Once the candidate accepts the offer and joins the organization, the HR department will take care of all joining formalities and will assist the candidate in “settling down”.

Pre-Employment Medical Examination

A pre-employment medical examination is a condition of employment. The results of this examination will be used to determine the fitness of the candidate for a specific job, with or without restrictions, and to provide the basic health data against which any future changes may be assessed. The examination may be carried out on site or externally, depending on accommodation and medical resources. The results will remain confidential and the examining doctor, who is to be familiar with the requirements of the proposed employment, will inform the Line Manager and the HRAM regarding the fitness category of the candidate. The results of the medical examination must be known before a firm offer of employment is made to the candidate.

Contract of Employment

After the formal salary handshake has been completed and has been accepted by the employee, the Appointment Letter is issued. The Appointment letter is conditional on the applicant being medically fit and obtaining satisfactory references. The employee has to sign acceptance on the copy of the appointment letter and return it, along with the other related documents, to the HR department.

How to improve selection process of burge

There are several ways such as

• Improve Your Candidate Pool When Recruiting Employees

If we look at burge policy they are certainly employing it with great success by using the database and within that database they have separate pool kept for different categories. Currently burge have a talent pool of 25 interns who will be graduating next year and joining burge as MTs. we also have a database of 7000 short listed applicants, other than that on an average we get 250 resumes from mail and email everyday. The shortlist red resumes are entered into the database everyday.

• Hire the Sure Thing When Recruiting Employees

burge has the policy of recruiting best in the business, because they regard human resource as their competitive advantage. They prefer employees who have same industry experience.

• Look First at In-house Candidates

Burge first broadcasts the job opening internally, than if they don’t find some one or if some one internally doesn’t clear the interview, than it looks for external candidates. if we do have some one, than we broadcast the job internally, otherwise we advertise it externally.

• Involve Your Employees in the Hiring Process

Employees are involved in hiring process especially the employees from whose field recruitment is taking place, but not in internships and graduate schemes. if there is a job opening in burge called "Lubricants Finance Manager" then the first interview will be taken by the HR Relationship Manager (HRAM in our case) and the job openings immediate manager, than the second interview (the final interview)" will be taken by the GM Finance alone.

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