HR Way Forward Challenges of Tomorrow Asif Saeed Attock Refinery Limited 1 Great Heritage Greater Vision AGENDA HR Way Forward 2 Great Heritage Greater Vision HR Way Forward INTRODUCTION AND BACKGROUND OF ARL 3 Great Heritage Greater Vision HR Way Forward ARL is a member company of Attock Group of Companies, a fully integrated group covering all segments of oil and gas industry from exploration to production, and refining to marketing of a wide range of petroleum products in Pakistan. ATTOCK REFINERY LIMITED NATIONAL REFINERY LIMITED PAKISTAN OILFIELDS LIMITED ATTOCK PETROLEUM LIMITED ATTOCK CEMENT PAKISTAN LIMITED ATTOCK GEN LIMITED ATTOCK HOSPITAL (PVT.) LIMITED ATTOCK INFORMATION TECHNOLOGIES SERVICES (PVT.) LIMITED Great Heritage Greater Vision HR Way Forward HR WAY FORWARD Challenges Of Tomorrow 5 Great Heritage Greater Vision HR Way Forward Business Partner Representation of HR (To some extent) On The Board Expert Strategic (To some extent) Business Partner Challenge Specialized Enforcer Expertise (To large extent) Assist in culture Administrator Control and transformation and (Traditional, Compliance To large extent) alignment of HR processes with Applying behavioral business goals Basic sciences techniques for Personnel recruiting, performance Services management etc. Aspects of dealing with unions and Company Policies Administrative aspects of dealing with employees Great Heritage Greater Vision HR Way Forward Traditional HR Orthodoxy Challenge A Double Edged Sword Develop an approach that is You will not find this backed by experience & so-called ‘next practice learning and blends with HR’ in any textbook – the best of local practices & cultural values. and therein lies its strength. Turbo-Charging HR’s Impact 7 Great Heritage Greater Vision HR Way Forward Challenge The Millennials- Changing Dynamics of the Next Generation Workforce They are demanding, yet professional. They are ambitious. They want variety in their career. They want to be stretched and challenged. They grew in the information age with access to various information sources. 8 Great Heritage Greater Vision HR Way Forward Challenge Talent Pool Will Be Showing Imminent Signs Of Drying Up Why Retention Matters? What to do? • Employee takes valuable • Drive Engagement institutional knowledge with – Make Engagement a them. leadership priority by creating • New recruits, no matter how link between strategy and talented, cannot replace such employees’ roles knowledge at the drop of a hat. • Create a culture of engagement • The lead Time by empowering the individual • Trainings and treat people with respect • The Cost factor • Offer career development • Short sighted approach – opportunities replacing rather than retaining • Promote wellness in the workplace 9 Great Heritage Greater Vision HR Way Forward Factors Impacting a Desirable Employer Brand • Attractiveness of the sector • Company Reputation Challenge • Quality of Products and Service Building Stronger • Location Employment Brand as part of • Work Environment Talent Strategy • Compensation • Economic Conditions • Employee Benefits • People and Culture • Work/Life Balance • Corporate Social Responsibility 10 Great Heritage Greater Vision HR Way Forward Challenges 11 Great Heritage Greater Vision HR Way Forward As a tool for Predictive Management 12 Great Heritage Greater Vision HR Way Forward Defining the requisite knowledge, skills, and capability requirements needed for business strategy execution. Evaluating workforce performance. Retaining valuable talent. Determining strategies for redeployment, retraining, and workforce reductions. Determine career paths and succession plans. 13 Great Heritage Step 1: Employee HR Way Forward Greater Vision Perception Survey’s Questionnaire Development Step 2: Conducting Employee’s Survey (Data) Step 3: Applying Statistical Tools (Metrics) Step 4: Mirror Sessions Step 5: Analysis Step 6: Actions & Strategies 14 Great Heritage Greater Vision HR Way Forward Succession Teamwork Job satisfaction Trust Planning Salary & Training & Vision, Mission Empowerment Benefits Development & Values Performance Work life Working Communication management balance and conditions 15 Great Heritage Greater Vision HR Way Forward Data Collection: Employee's Perception Survey and Mirror Sessions Problem Identification: Limited Technical Trainings Analysis of Data Enhanced focus on Technical Trainings through Appropriate means Implementation through Internal and External Trainers Evaluation 16 Great Heritage Greater Vision HR Way Forward TURNING CHALLENGES INTO OPPORTUNITIES 17 Great Heritage Greater Vision HR Way Forward Future Strategic HR Approach Understand and address generational differences Use metrics and benchmarking for growth & development Think creatively about reward strategies and what motivates millennials’ Diversity and work life balance Identify change agents 18 Great Heritage Greater Vision HR Way Forward Future Strategic HR Approach To help them grow, understand the personal and professional goals of the millennials’ Special rotational assignments more frequently Reward risk-takers, innovators and learners Honest feedback in real time — and highlight positive contributions or improvements on key competencies. 19 Great Heritage Greater Vision HR Way Forward Future Strategic HR Approach Keep everyone focused on the plan Goals and values alignment to remain the key “Walk the talk” in order to provide consistent message to workforce regarding the values. Can’t be one time event or communication – has to be modeled and lived every day 20 Great Heritage Greater Vision HR Way Forward Future Strategic HR Approach Hire well (4E+P), be flexible and trust your people Build a team that fosters innovation and focuses on growth Power of differentiation Extend our networks so we are able to share and consolidate our resources & knowledge 21 Great Heritage Greater Vision HR Way Forward Future Strategic HR Approach Set them free • Millennials want flexibility. • They work well with clear instructions and concrete targets • Give them the freedom to have a flexible work schedule. Provide mentors who are exceptional role models • Introduce employees’ mentoring programmes. Let them advance faster • value results over tenure Expect them to go 22 Great Heritage Greater Vision HR Way Forward Centralized Data, a Critical Enabler Field training of HR Support from Top Management which brings credibility and resources Enhanced technology Adaptive Culture Communication and Information Sharing 23 “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” - Larry Bossidy, former Chair and CEO of Honeywell 24 Great Heritage Greater Vision HR Way Forward Thank You Any Questions? 25 .