In The Name of Allah

Project on GEPCO
University of Punjab, GC
2
Human Resource Management

Submitted to:
Mr. Ashar Shakeel

Submitted by:
Shahzad Waheed
(MC09124)
Bilal Asmat
(MC09120)
Hamdan Aslam
(MC09136)
Muhammad Imran
(MC09104)

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M.COM (2nd Semester)

4
Our Loving Parents and
Honourable Teachers

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 ACKNOWLEDGEMENT

First of all we are really thankful to almighty ALLAH,

who gave us the strength to work on the project and complete
it in time without any hurdle.

And we are also highly grateful to our honorable teacher

Mr. Ashar Shakeel, who provided us the opportunity
to work on this very interesting and knowledgeable topic
which will help us to work in any organization in most most
efficient and effective way.

We are also thankful to HR Manager of GEPCO

MR. Sadique Who welcomed our visits and provide
necessary information to make our project.

We are also thankful to Manager HRMIS, Admin

Superintendent and other employees of GEPCO, who
Helps us in making this project.

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Executive Summary
This report comprises the HR practice of the Gujranwala Electric Power Company
which was incorporated in April 1998 and its Head Quarter is located on GT road
near trust Plaza. Basically it is a distribution company which supplies the
electricity in districts of Gujranwala, Hafizabad, Sialkot, Narowal, Gujrat and
Mandi Bahauddin.

In GEPCO HR department performs the activities of Recruitment and selection,

Training and development, Performing appraisal and feedback, Pay and benefits,
Labor Relations. It conducts a job analysis by making job description and job
specification and then it recruits the candidates from both internal and external
sources like rehiring and ads in news papers. Then it selects the desired suitable
candidates by conducting test and interviews. Orientation is given to new
employees for socialization purpose and a lot of training methods including on
job training, lectures, seminars and training centers. There are 8 regional
training centers in different cities.

Annual Confidential Report is made in order to appraise the employees in which

graphic rating scale method is used. Salary is paid according to Grad system.
Grades are from 1 to 22. Promotion is usually given on the seniority-cum-fitness
bases. Different Direct and indirect financial payments like bonuses, insurance,
pension, medical allowances, and transportation are given to employees. Safety
measures are prepared by Safety Department. Different kind of employee
benefits like Loans Awarded, Pick & Drop Service, Medical Facilities, Marriage
Grant, Scholarships, Free Electricity Supply are also given to employees.

The HR department of GEPCO is not ideal like HR department of large private

organizations. There are shortcoming and deficiencies. There is a need of
improving the internal control system of the organization and employee’s loyalty
towards work must be increased. This can be done by giving performance
incentives which are rare in case of GEPCO. Company should consider on
overcoming its weaknesses which are seen almost in every department of GEPCO.

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 Table of Contents

Content Page #
Title Page i
Butterfly ii
Project Submission Information iii
Dedication iv
Acknowledgment v
Executive Summary vi
Table of Contents vii
Introduction of the company 8
Vision, Mission, History 10
Organization Chart 11
Departments of the Company 12
Hierarchy of HR department 13
HR Practices of the Company 14
Job Analysis 15
Recruitment And Selection 16
Orientation 20
Training Procedures 21
Performance Appraisals 24
Compensation Management 26
Direct Financial Pay 26
Indirect Financial Pay 31
Employee Benefits 36
Safety Measures 36
Career Planning 37
Flaws in Practices 38
Conclusion 38
Recommendations 38
Glossary 40
References 40
End Page 41

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 Introduction of the Company

GEPCO

O Gujranwala Electric Power Company has been set up over area of jurisdiction
and network of former Area Electricity Board, which was created in early
Eighties. This is actually the distribution company of Pakistan Electric Power
Company (PEPCO).
It encompassed the areas of existing Districts of Gujranwala, Hafizabad, Sialkot,
Narowal, Gujrat and Mandi Bahauddin.

Gujranwala Electric Power Company was incorporated on 25 April 1998 and

obtained certificate for commencement of business on 05 June 1998.

Objectives of GEPCO
Financial Objectives

• To improve financial management to maximize utilization of company

resources.
• To make the operations of Company profitable.
• To generate sufficient cash flows to meet operating and investment
requirements of the Company.
• To achieve optimum debt equity ratio which provides financial soundness
to company and better return on investment to shareholders.

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Technical Operations Objectives

• To maintain and develop network that meets consumers demand.

• To reduce line losses by improving line maintenance and metering
security.
• To ensure continuity of supply to electricity consumers round the clock.

Commercial Operations Objectives

• To ensure speedy provision of electricity connections to prospective

consumers.
• To provide timely and accurate billing to consumers.
• To facilitate consumers for timely deposit of bills.
• To improve quality of service by taking prompt action on complaints and
redresses of their grievances.

Manpower Planning Objectives

• To ensure recruitment of best possible employees in accordance with the

operational requirements.
• Train manpower in accordance with their assignments to improve their
skills and efficiency.
• To inculcate corporate culture and responsibility.

Procurement Planning Objectives

• To procure equipment and material in a transparent manner.

• To ensure timely availability of equipment and material.
• To make cost effective procurement of materials without compromising on
quality.
• To maintain optimum level of stock and ensure efficient handling of stores
to minimize obsolete items.

Success Stories
• GEPCO Online.
• Human Resource Management Information Systems (HRMIS System).
• Line Losses Information System.
• Customer Services Management System (CSM System).
• GEPCO Recruitment Management System.
• Establishment of Company-wide Data Communication Network.

Vision Statement

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To make Pakistan Power Sector customer friendly, efficient, able and responsive
in meeting tee electric energy requirements of industry, business and domestic
customers, and move to an energy sufficient model from the current energy
deficient scenario, on commercially viable and sustainable basis, in order to
support the high growth economy and to meet the government's objective of
"Power for All"

Mission Statement
To Provide Safe, Secure, Accessible and Reliable Electric Power supply to our
esteemed Customers in accordance with their varying needs in a cost effective
and efficient manner with special emphasis on excellence and innovation.

To acquire or take over those properties, rights and liabilities of the Grid
stations of the Pakistan WAPDA and the transmission lines in relation.

History
The Water and Power Development Authority (WAPDA) is a major infrastructure
development company owned by the Government of Pakistan. WAPDA was created
in 1958 as a Semi-Autonomous Body for the purpose of coordinating and giving a
unified direction to the development of schemes in Water and Power Sectors,
which were previously being dealt.

WAPDA and GEPCO are the single biggest Public Sector Employers in the country.
These two organizations provide employment to about 177,000 citizens of
Pakistan. The employees of WAPDA and GEPCO are mostly Electrical Engineers,
Civil Engineers, Administrative and Accounts Professionals.

There were eight distribution regions in Pakistan, which were called Area
Electricity Board. In Punjab there are five and one in each province. Gujranwala
was one of the Area Electricity Board. Area Electricity Board Gujranwala
declared in 1977 comprising Gujranwala, Sialkot and Sheikhupura Districts. The
building was made in 1974. Creation of Gujranwala Electric Power Company
declared on 01-07-1998 comprising Gujranwala, Sialkot, Gujrat, Hafizabad,
Narowal and M.B.Din districts.

In 25 April, 1998 Privatization board of WAPDA; the distribution board companies

under the company’s ordinance in 1984 with their own Board of Directors Area
Electricity Board Gujranwala became Gujranwala Electric Power Company
(GEPCO).

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 Organization Chart of GEPCO

Business of the Company

GEPCO distributes the power supply to districts of Gujranwala, Hafizabad,
Sialkot, Narowal, Gujrat and Mandi Bahauddin. It is also responsible for
collecting the electricity bills, providing new power connection and repairing
current connections. And it also works on new lines in its jurisdiction and
recovering line losses.

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 SWOT Analysis of the Company
Company itself does not prepare a formal SWOT analysis but after having a
discussion with HR manager, he guides us about some strengths and weaknesses.
He said that company’s strength is that there is no competitor of the company so
any opportunity available in the country in power sector would be for our
company and any subsidies, grants, international loans would be for our
company.

And where far weakness factor comes, the biggest weakness of the company is its
internal control system. There are not strict policies about evaluating the
employees and therefore they are not loyal with their work standers. It means
one of the weaknesses of the company is agency problem where employees put
their benefits ahead of the benefits of the company. And still most of the work is
not yet computerized.

Departments of the Company

Main Departments
• Finance Department
• Accounts Department
• HR department
• Admin department
• Technical Department
• Operations Department
• MIS Cell

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 HR Department of the Company
Structure of Department

Director HR &
Admin

D.M PR

Manager
Manager HRM Manager L&L
Admin

D.M TMP D.M L&L D.M Security

D.M RTC D.M Transport

D.M HRM D.M A&S

A.M Officers A.M Officials Admin Officer

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Name of HR Representatives

• HR Director: Mr. Hashmat ulllah

• DY HR Director: Mr. Ejaz
• HR Manager (Senior Superintendent): Mr. Sadique
• Superintendent: Mr. Ishaaq
• DY Superintendent: Mr. Masood Bhatti

Activities HR Representatives
• Recruitment and selection
• Training and development
• Performing appraisal and feedback
• Pay and benefits
• Labor Relations

HR Practices Followed By the Organization

Employement Planning
Planning plays a crucial part in determining the most suitable outcomes of
any organization. When any institution feeds the weakness in its performance, it
indicated to the human resource department to hire the individuals who can
perform their duties so that the weaknesses may be overcome. Almost it is the
first basic step of HRM process in which we monitor whether we have any need of
employee, what type of would they have, with what capabilities. This step of
process refers to the situation that what types of employees, in how much
number with which traits required to organization so it directly relates to overall
strategies, objectives of that organization. With this initial planning many
resources could be saved by wasting in other case if we declare it lately.

Organization put into this situation with organization frame work criteria that is
also classified in several steps. Like mission statement, vision statement, its
SWOT analysis, and fulfillment of its needs by the labor force.

First of all we take an assessment by this framework whether in how much

quantity and how much quality we needed employees in our organization. In
short, job description and job specification are set down for the advertisement in
the next step of this process of filtration, our current and future needs may also
helpful in this regard that the employees of our organization, to which we can

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say them inventory of employees may develop a culture for new carrying
employees and progress for them.

In this so much rapidly growing technical era, the period is so much developed
that (HRMIS) has been introduced that is helpful information system in
computerized database with all the resources of all employees that what the
abilities employee possess, we can determine all the traits from our employees
with the required information forms and then convert it into our database system
such HRMIS is playing a significant role from the present two decades and saving
a lot of times and resources of organization. Here we cannot ignore the
importance of succession planning in the process of planning; it is the key factor
to motivate the employees. In such planning we create the replacement charts
that how we can exchange with the current employees with more efficient
employees to get more output from there, this issue refers to the planning is
while we can predict that in the near future some employees will depart due to
retirement, promotions, transfer, resignations, death, so this plan indicates the
situation of concurrent employees in the current period.

Job Analysis
It is the situation in which we find out the job’s duties, responsibilities and
accountabilities and happening of the job as well as the condition they while
must be done.

Job analysis encompasses three stands:

• Job description
• Job specification
• Job evaluation

Job Discription Refers what the employees have to do, under which
conditions, how and why it to be done.

Job Specification Indicated the minimum qualification required in

the specific field of that job, here we acclaim that the employees having
minimum accepted qualification can perform the job more efficiently.

Job Evaluation Means the relative value of each job in the organization
i.e. to compare the performance of the employees with the standard of
performance.

As far as planning is concerned in GEPCO they also possess HRMIS system

that is very well-to-do, they use the Load chart and Gantt chart policies to
monitor their current employees, while for the new recruitment of employees is
dependent to weaknesses of related are not determining the required outcomes
from any of the project, they put into the action the terminology of decision

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making process, so where there is any deficiency of employees, they plan that by
using which method we can recruit the new employees.

Their HRMIS department gathers all the information by using computerized

processing. This comprehensive system allocates the exact required steps in the
required sectors. It reduces the huge burden of hundreds of employees working in
HR department. The rate of processing is very hasty being computerized and has
not any chance of error at any step while the process works within few days
instead of manual HR process as it has a large amount of storage of memory.

Sample Job Ads

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 Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers and
with appropriate qualifications, and encouraging them to apply for jobs in an
organization.

There are two recruitment goals

• Recruiting process is used to create the pool of qualified applicants.

• Second goal of recruitment is to avoid nonqualified applicants.

Sources of Recruitment
Recruitment is providing qualified candidates in a cost-effective and
timely manner while ensuring adherence to the corporate job posting procedure.
The recruitment process is selection of sources from the available sources which
are:

• Internal Recruitment
• External Recruitment.

In case of GEPCO, both sources are used. They rehire their employees on
contract, they promote their existing employees. Their HIRMS cell keep the
records of services, location, section posting, training, working etc of employees.
Which helps them when to recruit internally. They use news paper and Television
ads for external recruiting. They also put job opportunities on their website.

Selection
Selection is the process of choosing from a group of applicants those individuals
best suited for a particular position.

Steps in Selection Process in GEPCO

• Initial Screening
• Tests
• Interviews

Initial Screening Selection Process in GEPCO begins with a initial

screening process in which they exclude the individuals who do not meet with the
position requirements. For instance, employment & education history, evaluation
of character.

They also monitor the applications of applicants whether they are legally and as
demand meet the needs of GEPCO or not. But they do not conduct any initial
interview about the job description or test. After the initial screening by HR

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department, GEPCO demand the requisite options to applicant and monitories, if
it is meeting.

Tests
In the employment test phase, GEPCO conducts a written test for the Gazette
officers as well as the employees with the maximum scale of 12 and under the
this limit GEPCO conducts direct practical tests and technical skills of employees
these is no any availability of assessment center in GEPCO, while the posting of
officers is passed by regional head quarter as per WAPDA house LAHORE.

The Examination of Cell of GEPCO take the test of candidates and tests
conducted by them are as follow:

Intelligence test

They mostly conduct intelligence test in which they test the general intellectual
abilities of a candidate and measure range of abilities including
• Memory
• Vocabulary
• Verbal fluency
• Numerical ability

Aptitude test

They also conduct aptitude test in which they measure specific mental abilities,
such as
• Inductive and deductive reasoning
• Verbal comprehension
• Memory
• Numerical ability

Motor abilities
They also take test of motor abilities in which they measure motor abilities of a
candidate e.g. for the job of Stenographer. It includes
• Finger dexterity
• Manual dexterity
• Reaction time

Interviews

A procedure designed to obtain information from a person through oral responses

to oral inquires.

The phase and section of comprehensive interview of officers with higher pay
scale is performed in WAPDA Lahore and officers and employees with lower pay
scale are interviewed in GEPCO.

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Panel interviews

The authority of GEPCO conducts panel interviews in which a group of

interviewers questions the applicant. They conducts both structured and
unstructured interviews.

Mass interviews

They also conduct mass interviews in which a panel interviews several

candidates.

Behavioral interview

Management also takes behavioral interview in which a series of job-related

questions that focus on how they reacted to actual situations in the past.

Job-related interview

They give more stress on job-related interview in which a series of job-related

questions that focus on relevant past job-related behaviors.

After the perfection and selection of required employees is being selected.

GEPCO investigate the complete background history of that employee whether he
is involved in any criminal activity or during job in any other organization as well
illegally, as well as his provided data matches currently to his background or not.

All these elements are observed and supervised sensitively. And for the higher
and sensitive positing of employees, GEPCO and WAPDA acquire the service of
police and FIA.

Here the employees are given conditional job offer which is referred to contract
or deputation which may vary with the nature of jobs, and within that period, if
the employees are performing satisfactory adequate services, the contact may be
extended or can be it at permanent basis. Usually, the gusted officers get
permanent job early than that of lower not pay scales employees.

Before this section, the employees are completely examined median ally and
physically, whither he is not patient of any perpetual disease or not.

The CEO chief executive officer involves in the selection of such employees
selected by GEPCO while the GM selects the Gusted officer and when these all
test are found satisfied and the contract of specific employees is too contracted,
the is employees then is considered permanent by his job and can do his job
efficiently and effectively, than before.

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 Orientation
Orientation
Employee orientation programs provide new employees with the basic
background information required to perform their jobs satisfactorily.
The HR specialist usually performs the first part of the orientation by explaining
basic matters, and then introduces the new employee to his/her supervisor:

1) Introduction of organization
2) Related information Job duties
3) Organizational issues
4) Provide information about Employee benefits

.Socializaition

Socialization is a process to acclimatize new hire in the organization. In

order to reduce anxiety the new employee experiences attempts should be made
in order to integrate the person into the organization. In socialization
organizations guide their new employees to the job and the work group.

Purpose of Socializaition

• The employment situation

GEPCO socialize its employees in order to make them productive as soon
as possible. It provides specific information about the job at early point of
time.

• Company policies and rules

Every job in the organization must be performed considering the
guidelines and constraints provided by policies and rules. In socialization
GEPCO tells employees about the rules and regulations they must follow
during job.

• Compensation and benefits

Every employee has a special interest in obtaining information about the
reward systems. Although all the information is provided in recruitment
process but it is necessary to review all the information in socialization
stage.
GEPCO provide all the information about the reward and compensating
systems to their newly hired employee

• Corporate culture
Socialization helps employees to adjust to the new culture of workplace.
Socialization is helping employees to know about the culture of GEPCO
through socialization new employees are able to know the rules from dress
to way of talk.

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 • Team membership
At GEPCO most of the work is done in teams socialization is done to help
new hires to know how to work n teams. They emphasize on the
importance of becoming a valued member of the organization.

• Employee development
Socialization helps employees to know what is expected of them and what
is required by the firm for advancement in the job via promotion.

• Dealing with change

Socialization is making the employees able to learn how to deal effectively
with change in order to survive in their job.
GEPCO is doing that by preparing individuals fir change by developing and
expanding their skills

• Reduce anxiety
In order to reduce anxieties the new employee may suffer GEPCO makes
attempts to integrate the person into the organization.

Who Socialize New Hires

• HRM Department
• Supervisor
• Peers
• Organization culture
• CEO

Training Procedures
GEPCO gives training to its new hired and existing employees under different
WAPDA programs.

Methods of Training adopted by GEPCO are as follow:

• On Job Training (coaching, assignments)

• Job Instructions
• Lectures
• Computer Based Training
• Refresher Courses
• Training Centers
• Seminars
• Out of Country Institution Learning (For Managers)

The performance and efficiency of an organization depends upon the quality of

the available manpower. Being conscious of this fact, due importance is being
given to the training of WAPDA and GEPCO employees in a very systematic
manner. To achieve this objective, the WAPDA has established a number of

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training institutes. The main areas of training being pursued include; technical,
managerial are commercial.

The training program of WAPDA is administered by the office of the General

Manager/Chief Engineer (Training) located at WAPDA House Lahore. The functions
of this office are;

• To propose and implement training policies of WAPDA Staff.

• To propose and implement policies for departmental examinations.
• To coordinate all training activities.
• To prepare yearly training programs.
• To conduct all departmental promotion examinations.
• Notification of training results.
• Monitoring of training schedules of various training institutes.
• To look after all administrative and financial matter of training
institutions.

WAPDA Training Insitutes

• WAPDA Staff College, Islamabad.

• WAPDA Engineering Academy (Water & Power), Faisalabad
• Thermal Generation Training Center, Guddu
• Hydel Training Center, Mangla
• Technical Services Group, Lahore
• 8 Regional Training Centers (RTCs), one at each DISCO

Regioanal Training Centers

8 Regional Training Centers (RTCs) are working at present for providing

distribution training. The control of these Training Centres is with GM (Training)
through Staff College Islamabad.

a. RTC,Lahore The Sr Instructor/Sr Engr RTC

WAPDA near 132 /220 KV Grid
Station, Sabaza Zar Scheme,
P.O. Awan Town Bund
Road,Lahore.
b. RTC Faisalabad Regionl Training Centre,
WAPDA, Factory Area, Grid
Station,Cotton Mill
Road,Faisalabad.
c. RTC Multan The Sr Instructor/Sr Engr
Regional Training Centre,
WAPDA P.O. Jharian Wala near
132 KV Gid Station Khanewal
Road, Multan.
d. RTC Quetta The Sr Instructor/Sr Engr
Regional Training Centre,
WAPDA Nawa Killi near

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 Zarghoon Road,Quetta.
e. RTC Peshawar The Sr Instructor/Sr Engr,
Regional Training Centre
WAPDA, Mardan Road,
Charsadda Peshawar.
f. RTC Hyderabad The Sr Instructor/Sr Engr
Regional Training Centre,
WAPDA Old MCP Colony,
Jamsshoro, Hyderabad.
g. RTC Gujranwala The Sr Instructor/Sr Engr,
Regional Training Centre
WAPDA Nandi Pur (Near Power
House)Gujranwala.
h. RTC Islamabad The Sr Instructor/Sr Engr,
Regional Training Centre,
WAPDA, Staff College, H-8/1,
Islamabad.

Each RTC has its own independent Training Building with sufficient class rooms,
hostel facilities etc. It conducts training for:-

a. LS in supervision, technical, commercial and financial fields.

b. General clerks, Commercial clerks, Meter Reader and Bill Distributor
c. Line men and Assistant Line men

The courses conducted are given below:

Sr.No. Course Title Duration Capacity

1. Supervision Commercial R.O 2-Weeks 20
2. L.S. Commercial 2-Weeks 20
3. L.S. Fundamental of Management 2-Weeks 20
4. L.S Basic Supervision 2-Weeks 20
5. L.S. Technical 10 Weeks 20
6. L/S Accident Prevention 2 Days 20
7. Line Man 8 Weeks 20
8. Meter Reader 1 Weeks 20
9. Bill Distributor 1/2 Weeks 20
10. Commercial Clerk 3 Weeks 20
11. General Clerk (UDC) 1 Weeks 20
12. Assistant Lineman Technical 4 Weeks 20

Internship:

GEPCO offer internship to technical and Non-technical Persons. They

prefer mostly persons (students) of public sector for training in their
organization.

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 Performance Appraisals
Evaluating an employee’s current and/or past performance relative to his or her
performance standards.

Appraising involves
1. Setting work standards.
2. Assessing the employee’s actual performance relative to these standards.
3. Providing feedback to the employee with the aim of motivating that
person to eliminate deficiencies.

Reasons
1. Appraisals provide information upon which organization make promotion
and salary decisions.
2. They provide an opportunity to review his or her work related behavior.
3. Appraisal helps us to better manage and improve firm’s performance.

Appraising Steps

Defining Job:

Defining the job means making sure you and your subordinate agree on his
or her duties and job standards.

Appraise performance:

Appraise performance means comparing your subordinate’s actual

performance to the standard that have been set.

Provide feedback:

The performance appraisal usually requires one or more feedback

sessions. Here there is a discussion about the subordinate’s performance and
progress, and make plans for any development required.

In GEPCO an ACR (Annual Confidential Report) is prepared for each

employee by his next senior officer. The ACR style is different for employees with
different pay scales. For Employees of grade 15 and below an ACR is used in
which graphic rating scale method is used in which employee is rated for each of
its trait like Integrity, Initiative and drive, Intelligence, Ability to work under
stress and stain, Professional Knowledge, Capacity to organize work, Tact and
Cooperation, Amenability to discipline, Ability to command and train his

25
subordinate and ability to deal with public. Employee is rated Outstanding, Very
Good, Good, Average, Below Average, Poor.

Sample ACR Forum

(Original GEPCO ACR form will be attached in Hard Copy)

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 Compensation Management
Compensation is the remuneration received by an employee in return for his/her
contribution to the organization. It is an organized practice that involves
balancing the work-employee relation by providing monetary and non-monetary
benefits to employees.

Compensation is an integral part of human resource management which helps in

motivating the employees and improving organizational effectiveness.

Compnents of Compensation System

Compensation systems are designed keeping in minds the strategic goals
and business objectives. Compensation system is designed on the basis of certain
factors after analyzing the job work and responsibilities. Components of a
compensation system are as follows:

Types of Compensation
Compensation provided to employees can direct in the form of monetary benefits
and/or indirect in the form of non-monetary benefits known as perks, time off,
etc. Compensation does not include only salary but it is the sum total of all
rewards and allowances provided to the employees in return for their services. If
the compensation offered is effectively managed, it contributes to high
organizational productivity.

Direct Financial Payments

Direct compensation refers to monetary benefits offered and provided to
employees in return of the services they provide to the organization. The
monetary benefits include basic salary, house rent allowance, conveyance, leave

27
travel allowance, medical reimbursements, special allowances, bonus,
Pf/Gratuity, etc. They are given at a regular interval at a definite time.

Basic Salary

Salary is the amount received by the employee in lieu of the work done by
him/her for a certain period say a day, a week, a month, etc. It is the money an
employee receives from his/her employer by rendering his/her services.

In GEPCO, jobs are evaluated under JOB GRADING method are salaries are given
to employees according to grades allotted to them. These Grades are started
form grade 1 to grade 22 for permanent employees.

New employees are hired usually as probationer GEPCO hire Officers (Grade-
17 and above) on 1-year probation period and Officials or Operations on 3-year
probation period for testing his/her abilities. If during probation period employee
does not fulfill the requirements of the organization then trial period may be
extended or organization may fire the employee from the organization due to
his/her unsatisfactory performance. At the end of probation period, if
employee’s performance is satisfactory then employee automatically considered
to be a permanent employee of the organization.

Although workers are also hired on daily wages, work hours, part time.

Promotion

Promotion in GEPCO is based on following factors:

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 • Qualifying Service
• Professional Qualification
• Coerces
• Experience
• Officer Efficiency Index
• Work & integrity
• Selection Board Recommendation

Promotion from grade-17 to grade-18 is on the basis of seniority-cum-fitness.

Fitness would be assessed primarily on the officer performance in grade-17. Five
years minimum service in grade-17 or as prescribed in relevant Service Rules.
Must have obtained a minimum score of 50 marks in accordance with the
Promotion Interview Evaluation. Must have obtained a minimum score of 70
marks in “Quality and Output of work” and “Integrity” marks calculated in
Promotion Interview Evaluation.

Grade-19 posts are generally supervisory posts. Supervision can be effective if

the supervisor has the relevant experience and expertise. Grade-19 officers are
also required to make contribution to policy making at the lowest rank of the
policy making hierarchy. Promotion from grade-18 to grade-19 is on the basis of
seniority cum fitness. Fitness would be assessed on the officer performance
in grade-17 & 18. He should Posses 12 years service in grade-17 and above
including 5 years in grade-18. For those who join service directly in grade-18,
qualifying service is 7 years in grade-18. Must have obtained a minimum score
of 60 marks in accordance with the Promotion Interview Evaluation. Must
have obtained a minimum score of 70 marks in “Quality and Output of
work” and “Integrity” marks calculated in Promotion Interview Evaluation.

For Promotion from grade 19 to grade 20, employee should be well

experienced so that the officer can overview the functions performed by
the organizations to be headed by him/her with the broader framework of
PEPCO overall objectives/activities to ensure smooth and effective
Management at the field level. He should Posses 17 years service in grade-17 and
above. For those who join service directly in grade-18 or 19, qualifying service is
12 and 5 years respectively. Must have obtained a minimum score of 70
marks in accordance with the Promotion Interview Evaluation. Must have
obtained a minimum score of 70 marks in “Quality and Output of work”
and “Integrity” marks calculated in Promotion Interview Evaluation.

CEs / DGs / Equivalent Officer to GMs should be well experienced so that

the officer can overview the functions performed by the organizations to be
headed by him/her with the broader framework of PEPCO overall
objectives/activities to ensure smooth and effective Management at the field
level. He should Posses 17 years service in grade-17 and above. For those who
join service directly in grade-18 or 19, qualifying service is 12 and 5 years
respectively. Must have obtained a minimum score of 75 marks in
accordance with the Promotion Interview Evaluation. Must have obtained a
minimum score of 75 marks in “Quality and Output of work” and
“Integrity” marks calculated in Promotion Interview Evaluation.

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Low level workers can be promoted (or some benefit) by directors if they got 4 or
5 A+ annual confidential reports.

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PEPCO Promotion Interview Evaluation (IE)

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Rent or residential facility
Organizations either provide accommodations to its employees who are from
different state or country or they provide house rent allowances to its
employees. This is done to provide them social security and motivate them to
work.

GEPCO provides House Rent Allowance or residential facility to all the employees
of the organization. The amount of rent varies from scale to scale.

Conveyance

Organizations provide for cab facilities to their employees. Few organizations

also provide vehicles and petrol allowances to their employees to motivate them.
GEPCO provides transport facility only to its officers. Following is the complete
information about the transportation facility provided to GEPCO employees.

Approved Yardstick Proposed Yardstick

Chief Executive 2-Pajero
1-Car
Chief Engineer 1-Pajero 1-Pajero/4-D P.up/4-D Jeep
1-Car 1-Car
Sec: GEPCO 1-Pajero 1-Pajero
Directors 1-Pajero 1-Pajero/4-D P.up/4-D Jeep
Dy: Directors/Pool 1-Jeep 1-Jeep
2-Vans

Medical Care

“Professional treatment for illness or injury.”

GEPCO provides the basic medical facilities to the employees of GEPCO under the
Pakistan WAPDA employees Medical Attendance Rules, 1979. These Rules shall
apply to all WAPDA Employees both serving and retired.

Employee’s wife/husband, unemployed legitimate and step children up to the age

of 25 years and unmarried and unemployed daughters and parents residing with
and dependent on the employee. Parents of WAPDA employees shall be allowed
treatment available only in WAPDA Hospital/Dispensary and not otherwise. Only
one wife is entitled to avail of these facilities.

Medical facilities will be provided to the employees of the Authority at Lahore

and other stations in Pakistan, where WAPDA Hospitals/dispensaries exist. They
will be entitled to consult Government Doctors only when advised by the
authorized medical attendant/Director General Medical Services.

Employees on extraordinary leave (without pay) when it extends over six (6)
months, will not be entitled to avail of these benefits unless the Authority agrees
to extend the facilities in cases where illness is directly attributable to the
employee’s official duties.

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WAPDA Employees in Grade 1-15 will be allowed to draw Cash Medical Allowance
during leave, if otherwise admissible except during E.O.L. (Extra Ordinary Leave)
when pay and allowances are not admissible.

All retired WAPDA Employees will get themselves registered with nearest WAPDA
Hospital/Dispensary under the same procedure as applicable to WAPDA
employees. The reimbursement of medical charges to retired WAPDA Employees,
duly verified by the WAPDA Authorized Medical Attendant (Medical Officer) will
be made by the office from where the retired WAPDA Employees receives
pension. Employees who get pension from Banks/Treasury will be attached to a
WAPDA Division/Office nearest to the place of residence of the retired employee.

Employees are provided with two kinds of books Green Book and White Book.
Green book is issued to employees who avail medical facility and white book is
issued to those employees who take cash as medical allowance, number of books
issued to employees varies from year to year.

Bonus

Bonus is paid to the employees during festive seasons to motivate them and
provide them the social security. The bonus amount usually amounts to one
month’s salary of the employee. GEPCO seldom pays bonuses to its employees. It
has paid bonus to its employees 3 times in last 7 years.

Indirect Financial Payments

Indirect compensation refers to non-monetary benefits offered and
provided to employees in lieu of the services provided by them to the
organization. They include Leave Policy, Overtime Policy, Car policy,
Hospitalization, Insurance, Leave travel Assistance Limits, Retirement Benefits,
Holiday Homes.

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Vacation Criteria

A period of time devoted to pleasure, rest, or relaxation, especially one with pay
granted to an employee

Vacation criteria of GEPCO is as under:

• Casual Leaves = 20 per year

• Earned Leaves = 4-5 per month

Gepco also provides following leaves other than casual and earned leaves.

• Recreation leave
• Leave not due
• Special leave
• Maternity leaves
• Disability leaves
• Extraordinary leaves (without pay)
• Leave ex-Pakistan
• Leave for study abroad/within Pakistan
• Leave on medical certificate

Insurance

Organizations also provide for accidental insurance and life insurance for
employees. This gives them the emotional security and they feel themselves
valued in the organization.

GEPCO offer GLI (Group Life Insurance) to all of its employees including

• Officers
• Officials
• Operations

Life insurance is a plan under which large groups of individuals can equalize the
burden of loss from death by distributing funds to the beneficiaries of those who
die.

The insurance here is centralized and is provided by the State Life Insurance
Company. The insurance premium is deducted from the salary of every employee
monthly and contributed to a common fund. The management of insurance
companies uses the fund in such a way that there is reasonable return on it. The
insurance company can pool, share and spread the risk of loss.

Retirement Benefits

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Organizations provide for pension plans and other benefits for their employees
which benefits them after they retire from the organization at the prescribed
age.

Pension is given by GEPCO to all of its employees after their retirement from job
against at least 10 years of his/her qualifying services.

Classification of pension

Pensions are divided into four classes:

i. Compensation pension
ii. Invalid pension
iii. Superannuation pension
iv. Retiring pension

1. Compensation pension: If a WAPDA employee is selected for discharge owing

to the abolition of a regular post, he shall, unless he is appointed to another post
the conditions of which are acceptable to him, have the option of taking any
compensation pension to which he may be entitled for the service he has already
rendered or have the option of taking of accepting another post or transfer to
another Division/Organization of WAPDA even on a lower pay, if offered, and
continuing to count his previous service for pension. If a WAPDA employee is
retired from service under section 17 (I-A) of WAPDA Act, 1958, compensation
pension may be allowed to him as would have been admissible to him under the
rules applicable to his service or post on the date of such retirement if he had
been discharged from service on account of the abolition of his regular post
without alternative suitable employment being provided to him.

2. Invalid pension: An invalid pension is awarded on his retirement from WAPDA

service, before reaching the age of Superannuation, to a WAPDA employee who by
bodily or mental infirmity is permanently incapacitated for further service on
production of a medical certificate prescribed in Sub-Rule. A WAPDA employee
who wishes to retire on invalid pension, should apply to his General
Manager/Chief Engineer or Head of Division who should direct him to present
himself before a Medical Board or an Invaliding Committee constituted by the
Authority in this behalf for obtaining a medical certificate of incapacity for
further service.

3. Superannuation pension: A Superannuation pension is granted to a WAPDA

employee who retires or is retired from WAPDA service, on or after attaining such
age as may have been fixed as Superannuation age by the Authority from time to
time.

4. Retiring pension: A retiring pension is granted to a WAPDA employee who

not being eligible for Superannuation pension:
(i) Opts to retire after 25 years qualifying service or
(ii) Is compulsorily retired from service by the Authority competent to remove
him from service on grounds of inefficiency, misconduct, corruption or any other
service.

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Rate and Scale of Pension: Pension shall be calculated at the rate of 70 per
cent of average emoluments on completion of 30 years qualifying service. Where
qualifying service is less than 30 years but not less than 10 years, proportionate
reduction in percentage shall be made. Any amount of pension in excess of Rs.
1000 shall be reduced by 50 per cent.

Education of children
GEPCO is well aware about the importance of employee’s children education. For
this purpose 246 children of employees are awarded financial scholarship
amounting Rs.184, 000.

Following is the detail of these scholarships according to class/course.

Sr.No Class/Course of studies Rates per annual [Rs.]

1 Ist___5th 500
2 6th___8th 500
3 9th___10th 1000
4 FA/F.Sc/I.COM/D.COM 1000
5 BA/B.Sc/B.COM 2000
6 MA/M.Sc/M.COM 2000
Teachers Training
7 P.T.C 412
8 C.T 652
9 B.Ed. 930
Engineering/Computer
Science
10 Degree 2400
11 Diploma (B.Tech) 1200
Medical
12 Degree 2400
13 Diploma 1200
Agriculture
14 Degree 2400
15 Diploma 1200
Industrial
16 Certificate 360
17 Diploma 1200
Misc
18 Tibb 600
19 P.H.A 600
20 Welding 600
21 Machinist 600
22 M.B.H.S. 600
23 L.L.M., Lib.Sc. 600
24 ACMA (per term) 600
25 Dentistry 1080

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WAPDA Shools

The vision of WAPDA Schools / Colleges to provide the WAPDA employee children
high quality Islamic oriented education on welfare basis, with special emphasis
on making the children a positive contributing community member. Exercise
technical control over educational institutions with special emphasis on the
following:-

• Ensure uniform and quality education.

• Coordinate the Refresher Courses for teachers during summer vacations.

Basic Education Policy

• All WAPDA Institutions are registered and affiliated with their concerned
BISE.

• Framing Admission Policy, fee structure etc. as per provisions of

instructions by Authority and BISE concerned.

• Inter transfer / posting of teachers WAPDA / PEPCO.

• Annual inspection of WAPDA educational institutions and to send

recommendations/suggestions to
concerned.

• Liaison with the Provincial Government Education Departments.

• Monitoring of educational scholarships.

• Opening of new schools/up-gradation of existing ones.

• Monitor the deficiency of teaching staff and to recruit Trained Graduate

Teacher after holding a competition examination.

• Dealing with policy matters including syllabi, admissions, fee structure,

etc. Inspection of WAPDA Educational Institutions. Ensure teaching
standards.

• Transfer of teaching staff, settling of seniority disputes, maintaining

seniority, promotion and posting of teaching staff of colleges through
Director (CM) S&C.

• All Secretarial work including correspondence on policy matters with

Federal/Provincial Governments, up-gradation of schools, registration of
Schools/Colleges with Provincial Government etc.

• Overall administrative, technical and financial control of Authority on all

WAPDA educational institutions being WAPDA property.

Extra Curriculum Activities

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WAPDA takes keen interest in sports and extra curriculum activities in its
Educational Institutions and deputes coaches of different games to WAPDA
Schools / Colleges under the guidance of these experts the students are learning
games.

Employee Benefits
Gujranwala Electric Power Company (GEPCO) takes care of its workforce and
spends millions of rupees for the welfare and betterment of its employees. The
full detail is given below.

• Loans Awarded
• Pick & Drop Service
• Medical Facilities
• Marriage Grant
• Scholarships
• Free Electricity Supply

Safety Measures
1. Job Briefing should be made mandatory before start of any work
irrespective of its quantum.
2. Ensure use of PPE / T&P to all line staff during execution of work.
3. PTW should be obtained before commencement of any work on distribution
system. PTW must be signed by LM concerned before commencement and
completion of any work.
4. Presence of supervisory staff on all major break downs / execution be
made obligatory.
5. Safety culture amongst the line staff “not to work without using PPE / T&P
in any circumstances” may be promoted.
6. Daily morning assembly should be conducted in the office to emphasize the
importance of safety precautionary measures and use of PPE / T&P.
7. No ALM be allowed to work on HT / LT line without proper authority
letter.
8. Cell phone should not be used for switching OFF / ON of 11 KV supply or
for availing short time interruption of 11 KV supply from Grid Stations.
9. All Service cable joints be secured by taping to prevent any leakage o
current in poles.
10. Ensure installation of indicators on duplicate feeders.
11. Ensure disconnection of un-authorized duplicate source of electric supply
and installation of charge over switch where generators are in use.
12. Proper work planning be ensured at least one day before commencement
of work
13. Newly recruited ALMs be sent for training at RTC before their posting in
the field.
14. Physical fitness of the line staff must be kept in view when deputing them
on job.
15. LMs attaining the age of 55 years be not allowed on line.

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 16. The supervisor should ensure provision of temporary earthing at both
sides working point before start of work. Line staff should not start the
work without confirmation of earthing of the line on both sides of work
place.
17. No design deviation be allowed, the substandard and unconventional
arrangement be removed from the distribution system.
18. Safety instruction in the shape of pocket card size (already provided by
GEPCO) be made available with each field worker which will keep them
reminding about the safety measures and precautions to be adopted while
working on the system.
19. Ensure provision of search light fitted vehicle to the line staff.
20. Use of ladder by the line crew be made mandatory for attending complains
/ maintenance.

Career Planning
Career planning applies the concepts of Strategic planning and Marketing to
taking charge of one's professional future. Personnel activities like screening,
training, and appraising serve two basic roles in organizations. First, their
traditional role has been to staff the organization-to fill its positions with
employees who have the requisite interests, abilities, and skills.

Increasingly, however, these activities are taking on a second role of ensuring

that the long-run interests of the employees are protected by the organization
and that, in particular, the employee is encouraged to grow and realize his or her
full potential. Activities like personnel planning, screening, and training play a
big role in the career development process. Personnel planning for example can
be used not just to forecast open jobs but to identify potential internal
candidates and the training they would need to fill these jobs.

Similarly, an organization can use its periodic employee appraisals not just for
salary decisions but for identifying the development needs of individual
employees and ensuring that these needs are met. All the staffing activities, in
other words, can be used to satisfy the needs of both the organization and the
individual in such a way that they both gain: from improved performance, from a
more committed work force and the employee from a richer, a more challenging
career.

Career Planning in GEPCO

• While each individual on his job in an organization will start planning out
his career growth path and crossing the mile stones along the path to
finally reach his goals, organization where he works is also responsible to
support or to proactively carve his career progression.
• Therefore, GEPCO keeps a track on the performance and progress of all
the professionals working in the organization.
• GEPCO enables their people with the knowledge of the existing and future
opportunities and growth avenues that can be pursued and achieved
within.

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 • GEPCO also let their people know about what kind of systems and
interventions the organizations have to support the attainment of these
growth possibilities.
• HR department is trying to chalk out well-structured system of career
planning in their organizations.

Advantages of Career Planning

• A well structured career plan in an organization helps it to retain those

employees whom the company wants and to motivate them fully to use
their potentials, talents and capabilities in the best possible ways.
• A good career planning system sends out a message that the organization
believes in providing fairness and equal opportunities to all its employees
with transparency.
• Since training and development of employees is an integral aspect of
career planning, it prepares more competent professionals in the
organization on an ongoing basis. This is advantageous to the organization
as well as the employees.

Flaws in Practices
First of HR practices mentioned by the department are not pure. There are
shortcomings and deficiencies.

The role of corruption is significant in all departments and it also affects the
activities of HR department. For Instance, in the procedure of selection they have
to select even an unqualified candidate who has recommendation from any high
authority.

The problem of agency issue can be seen in the departments. They meet their
guests, eat lunch or leave their chair in working hours.

There is lack of educated employees, they are not aware of latest management
skills and terms. Even most of Work in HR department is not yet computerized.

Work on complains is done very slowly, they have the resources but loyalty about
doing work is absent. We can see the wires hanging in the streets and special
care of GEPCO is required here.

Conclusion and Recommendations

We decide to work on the HR department of Gujranwala Electric Power Company
which is a public sector company. Its HR department is not as much ideal as in
large private organizations but basic activities of HR are performed there.

40
All the processes of job analysis, recruitment, selection, appraising are
performed in GEPCO. They compensate their employees, they give incentives to
them, they give benefits to them and they have defines safety measures for the
employees.

The bottom line is that they need to improve their internal control system. They
have to understand the need and importance of performance management and
rather than annual appraisals, weekly and monthly reports should be prepared.

The factor of corruption should be removed and all the procedures should be
totally merit based. They should give the latest management skills and
knowledge to their employees and they should motivate them the benefits of
team work.

Techniques like management by objectives would be helpful in improving the

performance of employees and special measures should be adopted in order to
create loyalty about work in the employees. SWOT analysis is necessary because
it would help in determining the weaknesses and threats and ways to avoid these
and also strengths and opportunities and ways to avail them.

There should be optimal utilization of resources, HR department should plan this

that how to utilize the resources in best way rather than just selecting and just
all is on supervisors. Continuous improvement should be there.

Performance incentives are rare in the organization. HR department should work

on this and if performance incentives and promotions are given to employees
then their morale would be high. Satisfaction and dissatisfaction factors should
be determined and proper planning should be on these. Time base promotion is
good but old criteria. Today performance based promotion and incentives are
best suitable way.

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GLOSSARY

Finger dexterity: Finger dexterity is defined as the skillful, controlled ability

to manipulate small objects through a small space. This ability is most highly
related To the DOT-Things category of Manipulating. Assembly work is the most
obvious job that requires this ability. The critical aspects of this factor are the
abilities to pick up small objects, transport them through a small space and place
them correctly in a specific location.

Gantt chart: Gantt chart is a type of bar chart that illustrates a project
schedule. Gantt charts illustrate the start and finish dates of the terminal
elements and summary elements of a project.

HT & LT: High tension voltages are normally not used in home applications and
are in the range of 400V, 11 KV, 33KV, 132KV, 400 KV etc

Low tension means low tension and house hold appliances work on this voltage of
110V or 230V.

Load chart: Load Chart depicts the loading and idle times of a group of
machines or a list of departments.

Motor ability: A motor skill is a learned sequence of movements that combine

to produce a smooth, efficient action in order to master a particular task.

Probationer: Probationer is a person who is on trial.

PPE: Personal protective equipment Personal protective equipment (PPE) refers

to protective clothing, helmets, goggles, or other garment designed to protect
the

wearer's body from injury by blunt impacts, electrical hazards, heat, chemicals,
and Infection, for job-related occupational safety and health purposes, and in
sports, martial arts, combat, etc

REFERENCES

• GEPCO Head Quarter, GT Road Gujarwnala

• www.gepco.com.pk
• www.pepco.gov.pk
• www.wapda.gov.pk

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43
 Knowledge is Light,
which enlightens our lives. And we
believe that our honorable teacher is
shining moon and we are little stars
which absorb this light of the Moon.

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