Shell Pakistan
Content
The aim of this report is to
provide
you
the
insights
of
motivational factors that
Shell company use to motivates its
employees to work in
different departments. In Shell
Pakistan
there
are
thousands of people working and in
order to motivate them, Shell use different motivational theories which help us to
relate with our organizational behavior subject study.
About Shell
Shell is a global group of energy and petrochemicals companies with around 94,000
employees in more than 70 countries and territories. Shell aim is to meet the
energy needs of society, in ways that are economically, socially and
environmentally viable, now and in the future. It is a 2 nd largest oil marketing
company in Pakistan.
Our values
As a global energy company, we set high standards of performance and ethical
behaviors. We are judged by how we act - our reputation is upheld by how we live
up to our core values honesty, integrity and respect for people. The Shell General
Business Principles, Code of Conduct and Code of Ethics help everyone at Shell act
in line with these values and comply with all relevant legislation and regulations.
Shell People
Our people are central to the delivery of our strategy and we involve them in the
planning and direction of their own work. We create a work environment that values
differences and provides channels to report concerns. (shell.com)
We value communication and consultation with our employees, directly or via staff
councils or recognized trade unions. We encourage our staff to report their views
about our processes and practices safely and confidentially to managers or Human
Resources staff. Our global telephone helpline and website enable employees to
report breaches of our Code of Conduct and the Shell General Business Principles,
confidentially and anonymously.
Shell Pakistan always puts the safety & security of its employees first. This depicts
that the organization has a deep concern for its employees & value the work &
efforts by which it wants to achieve success.
From our research and interview from Mr. ShahidAbbasi (Production Manager, Shell
Pakistan), we have identified the following motivational factors that are practiced
continuously in Shell to motivate employees.
Employee Appraisal
Intrinsic Awards
Employee Involvement
Skill-based Pay Plans
Flexible Benefits
Benefits programs
Training provision
Time off and time out
Our diverse global community
Sports and social activities
Listening to our employees
Let’s begin with motivation in organizations and how it drives in the workplace.
Motivation is about the ways a business can encourage staff to give their best. Motivated staff
cares about the success of the business and work better.
(http://www.bbc.co.uk/schools/gcsebitesize/business/people/motivationrev1.shtml)
According to the definition and motivation process model we can understand that in
order to motivate an employee, the management should understand the human
behavior first. People do what they want to do, or they need motivation. So in
organizations people can either be self-motivated or make them motivated through
external incentives.
Job Performance
Ability in turn depends on education, experience and training and its improvements
is a slow and long process. On the other hand motivation can be improved quickly.
There are many options and an uninitiated manager may not even know where to
start. As a guideline, there are broadly seven strategies for motivation.
Positive reinforcement / high expectations
Effective discipline and punishment
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base rewards on job performance
SHELL PAKISTAN is a huge setup and has about 2000 employees. To keep all of its
employees motivated is a very complex task, because of the large number of
employees and as each employee has his/her own personality. It becomes virtually
impossible to devise techniques that match the personality of all the employees. So
for this purpose they have certain procedures and policies jointly for all the
employees of the organization.
Excellent Working Environment
Excellent working environment that SHELL PAKISTAN provides, these employees
seem to be seldom de-motivated. It was surprising for us to find that there had been
various employees who just wanted to work in SHELL PAKISTAN because of the
working environment they provide regardless of what they are paid and what job
responsibilities are they given. This turned out to be one of SHELL Pakistan’s
strongest points.
Job Security
Working at SHELL Pakistan seems to be a secure job as far as the permanent and
high-level employees are concerned.
Employee remarks
Aviation Contract Manager
Aviation Contract Manager (Current Employee), Anchorage, AK – October 11, 2015
Pros: Pay, benefits, working with other professionals, safety climate, company genuinely cares about its
employees
Shell is an excellent company to work for and they do take care of their employees. The employees are
professional and are great to work with. Pay and benefits are outstanding. It is hard to find an opening
given
the
current
climate
of
the
oil
industry,
but
it
is
worth
the
effort.
(http://www.indeed.com/cmp/Shell/reviews?fcountry=US)
Market Competitive Salaries
Shell provides good market competitive salaries with other lucrative benefits so
employees can support their families and must be satisfied in affording their
expenditures.
Insurance & Medical Benefits
All permanent employees at SHELL Pakistan enjoy the Life Insurance and Medical
Benefits that are entitled to them.
Employee Safety
The employee safely is given top most importance and they also have an
emergency evacuation system with which the entire organization can be evacuated
within minutes. The employees also given various training and sometimes perform
various drills for employee safety. The employee seems to be satisfied with the
safety that SHELL Pakistan provides to them.
Good Working Relationship
At SHELL PAKISTAN, these needs are quite well satisfied since the employees have a
good working relationship even though there is an air of competency surrounding
them.
Company Events and Privileges
All employees are given the special privilege to join and use the SHELL club, gym,
attend in Company events, dinner etc. thus allowing them to intermingle with each
more.
Training
Employee training workshops are conducted on a need basis. Trainings are carried
out in areas such as:
Improvement of Business Communication skills
Usage of new Computer software. For e.g. SAP
Employee Job Rotation
For the purpose of employee growth and increase in motivation, employees are
often rotated within or between departments .
Encourages Ideas
Employees are encouraged to put forward any creative, beneficial ideas. If the idea
seems to be attractive, SHELL PAKISTAN gives the employees the opportunity to
implement the idea. This turns out to be a very encouraging and motivating
approach for the employees and later on the employees are rewarded if the idea is
implemented well.
Equity Theory applying at Shell
Employee Performance Appraisal
Employee performance appraisal procedure is highly accountable thus leaving no
chance of inequity among employees.
At Shell Pakistan, employee appraisals are conducted annually to evaluate their
work related and personal performance. The process of appraisal works in various
steps. The appraisal process is held in between the months of July and June every
year. Performance Appraisal at Shell Pakistan is a six step approach.
Step 1:
Shell Pakistan HR department have designed two forms named as Form 1A and form
1B to measure the milestone, target achievements that were made last year. This is
done by comparing the goals set last year for each individual employee under their
department. Once measured, it is sought out to what extent the company was
successful in achieving its target. Also, targets are set for the next year on the basis
of this measurement.
Step 2:
In the next step, HRM department does performance analysis by distributing to
departmental heads and supervisors Form 2A and 2B (Collectively known as
Employee Development Report) to measure the employee's capabilities on 24
different attributes and of the attribute is rated on the scale of 1 to 5; summary of
these points is reflected in the table below.
Point Summary
1 Inadequate or Not satisfactory
2 Marginal or Below Average
3 Average
4 Above Average
5 Outstanding
The 24 different attributes are divided in to key 4 sections; a summary of those is
listed below:
Employee Development Report (EDR)
A - What did the employee accomplish?
B - Gets the job done?
C - How employee manages the job-consider the degree to which the employee's
personal qualities contribute to personal effectiveness?
D - What is the employee's knowledge? Consider the employee's Knowledge is
functional and related fields and understanding of environment matters necessary
for effective performance?
Intrinsic Rewards at Shell Pakistan
At the end of the year MD performance award are given to outstanding employees
whose hard work has brought about some difference and created value for Shell
Pakistan. Shell rewards top employees with prizes and recognition certificates.
SAP IT
Recently, Shell Pakistan gained the capability of implementing SAP process in their
organization. To recognize the effort of the SAP IT team, a grand party was
organized to credit their work.
Employee Involvement AT Shell Pakistan
Shell Pakistan started employee involvement programs i.e. involving workers in
these decisions that affect them. By increasing employee's autonomy and control
over their work life, employees will be more productive, more motivated, more
committed to the organization and more satisfied with their jobs. But the upper
management takes all top and highly important decisions.
Management Participation
At Shell Pakistan the employees can assist their managers in setting work schedules
such as flexible compressed week etc. and selecting the right target segment. Such
participation programs provide intrinsic rewards for them. It can make their jobs
more interesting and meaningful.
Employee Salary Evaluation
An employee's educational qualification is given highest importance when
evaluating salary. It may be possible that a lower grade employee, within the same
or different department, has a higher salary than someone in an immediately higher
grade.
Expectancy Theory at Shell
At Shell Pakistan, the employees believe in maximum effort which leads to good
performance which further results in the outcome in the form of rewards like a raise
in income, promotion, performance appraisal letter etc. that contribute towards
their personal goals.
Effort
At Shell Pakistan, the employees are aware of the fact that if they work competently
and put their efforts, they will be able to attain the task performance, as the effort
expanded by them will have a positive result
Performance& Rewards
When the employees of Shell put their efforts, they attain a desired performance level
and consequently are evaluated on that ground.
When the employees attain certain level of work performance gauged against the
goals set at the start of the year, they are positively evaluated and get rewards in
shape of annual increment; and organizational performance rewards etc.
Retirement Plans
One more source of motivation for the employees of SHELL PAKISTAN is the secure
future ahead of them. Shell Pakistan offers a good retirement plan. All regular
permanent employees will be entitled to long term benefits such as:
Provident fund
Gratuity after 5 years of service in the company
Pension at retirement after at least 10 years of service in the company
Video Linkhttps://www.youtube.com/watch?v=nwlpNqvzlKg
Provident Fund
The company provides provident fund that again is voluntary. The company adds to
the provident fund as much as the employee does. There are 2 types of provident
funds:
Single Provident Fund that amounts to 8.33% of the employee's salary
Double provident fund that amounts to 16.66% of the employee's salary
Gratuity Fund
The gratuity fund is one-month gross salary that is added to the employees account
at the end of each year virtually. The employees can only withdraw it after
retirement or after resigning from the company.
Health Insurance
The company provides 100% health insurance to not only to employees but also to
their immediate family. This doesn't include the maternity cases to either
employees or to the family members.
The company also provides once in life time any large problem that might last life
long. It can include heart disease or a life long problem like back discs operation
and it's afterwards medication.
In one of the cases, one of the managers had a disc relocated operation and didn't
come to office for 6 months but was still being paid for these 6 months apart from
getting all the expenses paid for his operation and medication by the company.
Unexpected Conditions
SHELL PAKISTAN goes an extra mile to help its employees in unexpected conditions
like economic conditions or a plant shut down etc.
The business of furnace oil had a nosedive in recent times and hence one of the
plants of furnace had to be shut down. So the workers of that plant were jobless but
SHELL PAKISTAN didn't leave them in that condition. It took the responsibility of
placing them some where in other plants. By now almost all the employees are
place somewhere and during that time where the placement was being done. SHELL
PAKISTAN gave them 100% of their pays.
Rightsizing
SHELL PAKISTAN doesn't believe in the policy of rightsizing. It has never fired its
employees for the sake of rightsizing. The only time it did was called VSS (Voluntary
separation service) in order to inject new blood into the organization. It was a 100%
voluntary move where the employees were given a chance to leave the organization
on their own consent. Around 700 employees apply for this service. The choices
they were given were amazing. They were given three times the basic salary earned
so far. According to the HRM dept. of SHELL PAKISTAN this was the best ever offer of
separation for employees in Pakistan. This step was taken to change the culture at
SHELL PAKISTAN to a more professional one by in taking 300 to 400 highly
professional staff as the replacement of leaving employs.
De-motivated Employees
There can only be one kind of de-motivated employees in the company, for whom
things are not going according to plan and expectations. The possible factors can
include project failure, unhealthy relations or poor performance appraisal. For all
these kind of de-motivated employees the HRM department and department heads
use the following techniques. (Latham, 2007)
Counseling
Counseling is done with the de-motivated employees and the HRM department and
the department heads discuss their problems. Both the parties try to share ideas
and views and try to bring the situation to a normal condition. The HRM department
believes in Open door policy, any one from any group level can discuss their work
related or social issues if any.
Career Development
Career development is done specifically for those who have a project failure. The
department head along with the HRM try to find reasons for the failure and try to
see where the employee fits the best. (Latham, 2007)
SURVEY DETAILS
The main purpose of this survey is to study, how employee feels about work
environment, Job Satisfaction, Employee empowerment Flexible benefits and
Performance appraisal satisfaction. These factors would then enable me to infer
either employees of SHELL PAKISTAN are motivated or not? I selected random
sample of 50 SHELL PAKISTAN employees to conduct this survey.
Following the analyzed results obtained as a result of the survey
Job Satisfaction
I have adequate information available which enables me to do my job well.
Major number of employees knows about their over all responsibilities in
organization. Generally, at the time of appointment there is an orientation process
to employees about organization and they also have free access to the Code Book
of SHELL PAKISTAN so employee knows about the general rules and regulation to do
his/her job. Specifically, departmental heads are responsible to brief employee
about his/her job.
I understand the day-to-day goals of my department.
Most of the employees understand the day-to-day goals of the department.
Departmental heads provides day to day task to the concerned employee.
I feel valued as a team member
Organizations these days put lot of emphasis on innovations and creativity. SHELL
PAKISTAN promotes the idea of innovation. It encourages employees to creativity.
Hence, most of the employees feel that their inputs are valued.
Work Environment
Do you feel the premises provide ample recreational facilities to
employees at work?
Respondents believes that premises which is having state of the art glass huge
building, well space cabins, modern furniture, equipment and the hi-tech gadget in
the conference room not only suggested sense of style and esthetics but also
provides systematic manner and recreational facilities to employees at work.
2. Do you see immense opportunities for personal improvements &
growth?
SHELL PAKISTAN believes that there is only one way to grow here that is
'Performance'. SHELL PAKISTAN provides them high goals to achieve for which they
are demanded to work hard, if they do so they have opportunities of growth.
Moreover they also provide trainings in different categories so employees can
improve themselves.
3. Are relationships at work mature and non-political?
By and large people relationship at work is mature and they deal each other in high
professional environment with friendly behavior and the employees of SHELL
PAKISTAN act as a family member.
Employee Empowerment
1. Diverse perspectives are valued and encouraged within the department
The results strongly indicate that employees are comfortable working with diverse
people and have a positive approach for teamwork.
2. I have the support and authority to make the decisions necessary for
accomplishing assigned task.
Results indicate that people share their knowledge and having task delegation
which enables them to take desire decision.
3. I have enough involvement in decisions that affect my work
Results indicate that employee is having involvement in decisions, which affect
his/her work. It might be possible the involvement level varies according to the task.
Performance Appraisal Satisfaction
My department uses employee feedback to make improvements.
In SHELL PAKISTAN most of the department follows open door policy and any
employee is free to express his/her suggestion to departmental head or even in
front of MD of SHELL PAKISTAN. Results show that their suggestions are valued.
Are the employees satisfied with the EDR system in the company?
Results shows that mostly employees are satisfied with this system because this
system is transparent as employee also know that hoe to rate his/her performance.
And also this system provides opportunity to get recognition and appraisals.
Does the company have a fair employee recognition program?
Company offers 2 awards per year on the basis of performance of employees,
Shaukat R Mirza award and MD award, which provides sense of recognition in
employees.
Flexible Benefits
The Company retirement benefits is important factors in keeping employees on
their jobs
SHELL PAKISTAN offers attractive benefits after the retirement and results shows
that it is one of the factors among several other factors due to which employee
stays in company for long time.
Company grants educational leaves when required by their employees
Company does not provide any leave quota in educational leave case. An employee
has quota of 60 leaves per year, he can use it as his own accord. This factor may
lead to de-motivation as employees can feel that he does not have personal growth
or grooming opportunities in organization.
Company offers flexible work time to their employees
Results indicate that company does not offer customize timings to its employees. It
might be possible it is due to nature of work which company has only sales people
are allowed to come late but they must be informed to HR department earlier. This
factor may de-motivate employees.
CONCLUSION
After the analysis of complete survey I can conclude that employees of SHELL
PAKISTAN enjoys different attributes of Motivation like they have Job Satisfaction as
they believe they have personal and professional growth opportunities, they feel
they have empowerment.
They have very skillful, high-quality and superior working environment. They believe
that their performance is appreciated will result in reward as SHELL PAKISTAN is
having EDR system. The one thing that may be a cause of de-motivation is SHELL
PAKISTAN does not offer tailored benefits.
provide
you
the
insights
of
motivational factors that
Shell company use to motivates its
employees to work in
different departments. In Shell
Pakistan
there
are
thousands of people working and in
order to motivate them, Shell use different motivational theories which help us to
relate with our organizational behavior subject study.
About Shell
Shell is a global group of energy and petrochemicals companies with around 94,000
employees in more than 70 countries and territories. Shell aim is to meet the
energy needs of society, in ways that are economically, socially and
environmentally viable, now and in the future. It is a 2 nd largest oil marketing
company in Pakistan.
Our values
As a global energy company, we set high standards of performance and ethical
behaviors. We are judged by how we act - our reputation is upheld by how we live
up to our core values honesty, integrity and respect for people. The Shell General
Business Principles, Code of Conduct and Code of Ethics help everyone at Shell act
in line with these values and comply with all relevant legislation and regulations.
Shell People
Our people are central to the delivery of our strategy and we involve them in the
planning and direction of their own work. We create a work environment that values
differences and provides channels to report concerns. (shell.com)
We value communication and consultation with our employees, directly or via staff
councils or recognized trade unions. We encourage our staff to report their views
about our processes and practices safely and confidentially to managers or Human
Resources staff. Our global telephone helpline and website enable employees to
report breaches of our Code of Conduct and the Shell General Business Principles,
confidentially and anonymously.
Shell Pakistan always puts the safety & security of its employees first. This depicts
that the organization has a deep concern for its employees & value the work &
efforts by which it wants to achieve success.
From our research and interview from Mr. ShahidAbbasi (Production Manager, Shell
Pakistan), we have identified the following motivational factors that are practiced
continuously in Shell to motivate employees.
Employee Appraisal
Intrinsic Awards
Employee Involvement
Skill-based Pay Plans
Flexible Benefits
Benefits programs
Training provision
Time off and time out
Our diverse global community
Sports and social activities
Listening to our employees
Let’s begin with motivation in organizations and how it drives in the workplace.
Motivation is about the ways a business can encourage staff to give their best. Motivated staff
cares about the success of the business and work better.
(http://www.bbc.co.uk/schools/gcsebitesize/business/people/motivationrev1.shtml)
According to the definition and motivation process model we can understand that in
order to motivate an employee, the management should understand the human
behavior first. People do what they want to do, or they need motivation. So in
organizations people can either be self-motivated or make them motivated through
external incentives.
Job Performance
Ability in turn depends on education, experience and training and its improvements
is a slow and long process. On the other hand motivation can be improved quickly.
There are many options and an uninitiated manager may not even know where to
start. As a guideline, there are broadly seven strategies for motivation.
Positive reinforcement / high expectations
Effective discipline and punishment
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base rewards on job performance
SHELL PAKISTAN is a huge setup and has about 2000 employees. To keep all of its
employees motivated is a very complex task, because of the large number of
employees and as each employee has his/her own personality. It becomes virtually
impossible to devise techniques that match the personality of all the employees. So
for this purpose they have certain procedures and policies jointly for all the
employees of the organization.
Excellent Working Environment
Excellent working environment that SHELL PAKISTAN provides, these employees
seem to be seldom de-motivated. It was surprising for us to find that there had been
various employees who just wanted to work in SHELL PAKISTAN because of the
working environment they provide regardless of what they are paid and what job
responsibilities are they given. This turned out to be one of SHELL Pakistan’s
strongest points.
Job Security
Working at SHELL Pakistan seems to be a secure job as far as the permanent and
high-level employees are concerned.
Employee remarks
Aviation Contract Manager
Aviation Contract Manager (Current Employee), Anchorage, AK – October 11, 2015
Pros: Pay, benefits, working with other professionals, safety climate, company genuinely cares about its
employees
Shell is an excellent company to work for and they do take care of their employees. The employees are
professional and are great to work with. Pay and benefits are outstanding. It is hard to find an opening
given
the
current
climate
of
the
oil
industry,
but
it
is
worth
the
effort.
(http://www.indeed.com/cmp/Shell/reviews?fcountry=US)
Market Competitive Salaries
Shell provides good market competitive salaries with other lucrative benefits so
employees can support their families and must be satisfied in affording their
expenditures.
Insurance & Medical Benefits
All permanent employees at SHELL Pakistan enjoy the Life Insurance and Medical
Benefits that are entitled to them.
Employee Safety
The employee safely is given top most importance and they also have an
emergency evacuation system with which the entire organization can be evacuated
within minutes. The employees also given various training and sometimes perform
various drills for employee safety. The employee seems to be satisfied with the
safety that SHELL Pakistan provides to them.
Good Working Relationship
At SHELL PAKISTAN, these needs are quite well satisfied since the employees have a
good working relationship even though there is an air of competency surrounding
them.
Company Events and Privileges
All employees are given the special privilege to join and use the SHELL club, gym,
attend in Company events, dinner etc. thus allowing them to intermingle with each
more.
Training
Employee training workshops are conducted on a need basis. Trainings are carried
out in areas such as:
Improvement of Business Communication skills
Usage of new Computer software. For e.g. SAP
Employee Job Rotation
For the purpose of employee growth and increase in motivation, employees are
often rotated within or between departments .
Encourages Ideas
Employees are encouraged to put forward any creative, beneficial ideas. If the idea
seems to be attractive, SHELL PAKISTAN gives the employees the opportunity to
implement the idea. This turns out to be a very encouraging and motivating
approach for the employees and later on the employees are rewarded if the idea is
implemented well.
Equity Theory applying at Shell
Employee Performance Appraisal
Employee performance appraisal procedure is highly accountable thus leaving no
chance of inequity among employees.
At Shell Pakistan, employee appraisals are conducted annually to evaluate their
work related and personal performance. The process of appraisal works in various
steps. The appraisal process is held in between the months of July and June every
year. Performance Appraisal at Shell Pakistan is a six step approach.
Step 1:
Shell Pakistan HR department have designed two forms named as Form 1A and form
1B to measure the milestone, target achievements that were made last year. This is
done by comparing the goals set last year for each individual employee under their
department. Once measured, it is sought out to what extent the company was
successful in achieving its target. Also, targets are set for the next year on the basis
of this measurement.
Step 2:
In the next step, HRM department does performance analysis by distributing to
departmental heads and supervisors Form 2A and 2B (Collectively known as
Employee Development Report) to measure the employee's capabilities on 24
different attributes and of the attribute is rated on the scale of 1 to 5; summary of
these points is reflected in the table below.
Point Summary
1 Inadequate or Not satisfactory
2 Marginal or Below Average
3 Average
4 Above Average
5 Outstanding
The 24 different attributes are divided in to key 4 sections; a summary of those is
listed below:
Employee Development Report (EDR)
A - What did the employee accomplish?
B - Gets the job done?
C - How employee manages the job-consider the degree to which the employee's
personal qualities contribute to personal effectiveness?
D - What is the employee's knowledge? Consider the employee's Knowledge is
functional and related fields and understanding of environment matters necessary
for effective performance?
Intrinsic Rewards at Shell Pakistan
At the end of the year MD performance award are given to outstanding employees
whose hard work has brought about some difference and created value for Shell
Pakistan. Shell rewards top employees with prizes and recognition certificates.
SAP IT
Recently, Shell Pakistan gained the capability of implementing SAP process in their
organization. To recognize the effort of the SAP IT team, a grand party was
organized to credit their work.
Employee Involvement AT Shell Pakistan
Shell Pakistan started employee involvement programs i.e. involving workers in
these decisions that affect them. By increasing employee's autonomy and control
over their work life, employees will be more productive, more motivated, more
committed to the organization and more satisfied with their jobs. But the upper
management takes all top and highly important decisions.
Management Participation
At Shell Pakistan the employees can assist their managers in setting work schedules
such as flexible compressed week etc. and selecting the right target segment. Such
participation programs provide intrinsic rewards for them. It can make their jobs
more interesting and meaningful.
Employee Salary Evaluation
An employee's educational qualification is given highest importance when
evaluating salary. It may be possible that a lower grade employee, within the same
or different department, has a higher salary than someone in an immediately higher
grade.
Expectancy Theory at Shell
At Shell Pakistan, the employees believe in maximum effort which leads to good
performance which further results in the outcome in the form of rewards like a raise
in income, promotion, performance appraisal letter etc. that contribute towards
their personal goals.
Effort
At Shell Pakistan, the employees are aware of the fact that if they work competently
and put their efforts, they will be able to attain the task performance, as the effort
expanded by them will have a positive result
Performance& Rewards
When the employees of Shell put their efforts, they attain a desired performance level
and consequently are evaluated on that ground.
When the employees attain certain level of work performance gauged against the
goals set at the start of the year, they are positively evaluated and get rewards in
shape of annual increment; and organizational performance rewards etc.
Retirement Plans
One more source of motivation for the employees of SHELL PAKISTAN is the secure
future ahead of them. Shell Pakistan offers a good retirement plan. All regular
permanent employees will be entitled to long term benefits such as:
Provident fund
Gratuity after 5 years of service in the company
Pension at retirement after at least 10 years of service in the company
Video Linkhttps://www.youtube.com/watch?v=nwlpNqvzlKg
Provident Fund
The company provides provident fund that again is voluntary. The company adds to
the provident fund as much as the employee does. There are 2 types of provident
funds:
Single Provident Fund that amounts to 8.33% of the employee's salary
Double provident fund that amounts to 16.66% of the employee's salary
Gratuity Fund
The gratuity fund is one-month gross salary that is added to the employees account
at the end of each year virtually. The employees can only withdraw it after
retirement or after resigning from the company.
Health Insurance
The company provides 100% health insurance to not only to employees but also to
their immediate family. This doesn't include the maternity cases to either
employees or to the family members.
The company also provides once in life time any large problem that might last life
long. It can include heart disease or a life long problem like back discs operation
and it's afterwards medication.
In one of the cases, one of the managers had a disc relocated operation and didn't
come to office for 6 months but was still being paid for these 6 months apart from
getting all the expenses paid for his operation and medication by the company.
Unexpected Conditions
SHELL PAKISTAN goes an extra mile to help its employees in unexpected conditions
like economic conditions or a plant shut down etc.
The business of furnace oil had a nosedive in recent times and hence one of the
plants of furnace had to be shut down. So the workers of that plant were jobless but
SHELL PAKISTAN didn't leave them in that condition. It took the responsibility of
placing them some where in other plants. By now almost all the employees are
place somewhere and during that time where the placement was being done. SHELL
PAKISTAN gave them 100% of their pays.
Rightsizing
SHELL PAKISTAN doesn't believe in the policy of rightsizing. It has never fired its
employees for the sake of rightsizing. The only time it did was called VSS (Voluntary
separation service) in order to inject new blood into the organization. It was a 100%
voluntary move where the employees were given a chance to leave the organization
on their own consent. Around 700 employees apply for this service. The choices
they were given were amazing. They were given three times the basic salary earned
so far. According to the HRM dept. of SHELL PAKISTAN this was the best ever offer of
separation for employees in Pakistan. This step was taken to change the culture at
SHELL PAKISTAN to a more professional one by in taking 300 to 400 highly
professional staff as the replacement of leaving employs.
De-motivated Employees
There can only be one kind of de-motivated employees in the company, for whom
things are not going according to plan and expectations. The possible factors can
include project failure, unhealthy relations or poor performance appraisal. For all
these kind of de-motivated employees the HRM department and department heads
use the following techniques. (Latham, 2007)
Counseling
Counseling is done with the de-motivated employees and the HRM department and
the department heads discuss their problems. Both the parties try to share ideas
and views and try to bring the situation to a normal condition. The HRM department
believes in Open door policy, any one from any group level can discuss their work
related or social issues if any.
Career Development
Career development is done specifically for those who have a project failure. The
department head along with the HRM try to find reasons for the failure and try to
see where the employee fits the best. (Latham, 2007)
SURVEY DETAILS
The main purpose of this survey is to study, how employee feels about work
environment, Job Satisfaction, Employee empowerment Flexible benefits and
Performance appraisal satisfaction. These factors would then enable me to infer
either employees of SHELL PAKISTAN are motivated or not? I selected random
sample of 50 SHELL PAKISTAN employees to conduct this survey.
Following the analyzed results obtained as a result of the survey
Job Satisfaction
I have adequate information available which enables me to do my job well.
Major number of employees knows about their over all responsibilities in
organization. Generally, at the time of appointment there is an orientation process
to employees about organization and they also have free access to the Code Book
of SHELL PAKISTAN so employee knows about the general rules and regulation to do
his/her job. Specifically, departmental heads are responsible to brief employee
about his/her job.
I understand the day-to-day goals of my department.
Most of the employees understand the day-to-day goals of the department.
Departmental heads provides day to day task to the concerned employee.
I feel valued as a team member
Organizations these days put lot of emphasis on innovations and creativity. SHELL
PAKISTAN promotes the idea of innovation. It encourages employees to creativity.
Hence, most of the employees feel that their inputs are valued.
Work Environment
Do you feel the premises provide ample recreational facilities to
employees at work?
Respondents believes that premises which is having state of the art glass huge
building, well space cabins, modern furniture, equipment and the hi-tech gadget in
the conference room not only suggested sense of style and esthetics but also
provides systematic manner and recreational facilities to employees at work.
2. Do you see immense opportunities for personal improvements &
growth?
SHELL PAKISTAN believes that there is only one way to grow here that is
'Performance'. SHELL PAKISTAN provides them high goals to achieve for which they
are demanded to work hard, if they do so they have opportunities of growth.
Moreover they also provide trainings in different categories so employees can
improve themselves.
3. Are relationships at work mature and non-political?
By and large people relationship at work is mature and they deal each other in high
professional environment with friendly behavior and the employees of SHELL
PAKISTAN act as a family member.
Employee Empowerment
1. Diverse perspectives are valued and encouraged within the department
The results strongly indicate that employees are comfortable working with diverse
people and have a positive approach for teamwork.
2. I have the support and authority to make the decisions necessary for
accomplishing assigned task.
Results indicate that people share their knowledge and having task delegation
which enables them to take desire decision.
3. I have enough involvement in decisions that affect my work
Results indicate that employee is having involvement in decisions, which affect
his/her work. It might be possible the involvement level varies according to the task.
Performance Appraisal Satisfaction
My department uses employee feedback to make improvements.
In SHELL PAKISTAN most of the department follows open door policy and any
employee is free to express his/her suggestion to departmental head or even in
front of MD of SHELL PAKISTAN. Results show that their suggestions are valued.
Are the employees satisfied with the EDR system in the company?
Results shows that mostly employees are satisfied with this system because this
system is transparent as employee also know that hoe to rate his/her performance.
And also this system provides opportunity to get recognition and appraisals.
Does the company have a fair employee recognition program?
Company offers 2 awards per year on the basis of performance of employees,
Shaukat R Mirza award and MD award, which provides sense of recognition in
employees.
Flexible Benefits
The Company retirement benefits is important factors in keeping employees on
their jobs
SHELL PAKISTAN offers attractive benefits after the retirement and results shows
that it is one of the factors among several other factors due to which employee
stays in company for long time.
Company grants educational leaves when required by their employees
Company does not provide any leave quota in educational leave case. An employee
has quota of 60 leaves per year, he can use it as his own accord. This factor may
lead to de-motivation as employees can feel that he does not have personal growth
or grooming opportunities in organization.
Company offers flexible work time to their employees
Results indicate that company does not offer customize timings to its employees. It
might be possible it is due to nature of work which company has only sales people
are allowed to come late but they must be informed to HR department earlier. This
factor may de-motivate employees.
CONCLUSION
After the analysis of complete survey I can conclude that employees of SHELL
PAKISTAN enjoys different attributes of Motivation like they have Job Satisfaction as
they believe they have personal and professional growth opportunities, they feel
they have empowerment.
They have very skillful, high-quality and superior working environment. They believe
that their performance is appreciated will result in reward as SHELL PAKISTAN is
having EDR system. The one thing that may be a cause of de-motivation is SHELL
PAKISTAN does not offer tailored benefits.
