3. To be a leading power generation company, driven to exceed our shareholders'
expectations and meet our customer’s requirements.
To be a responsible corporate citizen
To maximize shareholders' return
To provide reliable and economical power for our customer
To excel in all aspects relating to safety, quality and environment
To create a work environment which fosters pride, job satisfaction and equal
opportunity for career growth for the employees

5. • Build by WAPDA in 1985
• Privatized in 1996
• Principle Activities:
> Ownership
>Operation
>Maintenance
• 1600 MW Combined Cycle Power Plant
• Situated:
District Muzaffargarh 100 KM north east of
Multan

6. History
•
•
•
First industrial Privatization under agreement between Govt. of Pakistan, NP
of UK and WAPDA.
PPA with WAPDA,
Solid background of profit and efficiency catering to the 7% energy
requirement of country,

7. Board of Directors
Mr. Aftab
Mahmood Butt
Chief Executive
Officer
Mr.
Shakeel Durani
Chairman
Mr. Malcolm
Peter Clampin
Director
Mr. Anwar Ul
Haq
Director
Mr. Daniel
Hector Pellegrini
Director
Mr. Muhammad
Naeem Akhtar
Director
Mr. Muhammad
Zia Ur Rehman
Director

8. Organizational Structure

9. Power Plant Technology
•
•
•
•
•
Largest IPP with capacity of 1600 MW,
10 Multi fuel (Natural Gas, Low Sulphur Furnace Oil & HSD) and 5 gas
turbines,
installed in 5 phases b/w 1985-1996,
Only major Plant in Pakistan with the ability to self start in case of
country wide blackout,
It has Combined Cycle Technology; enables to use waste heat to
produce steam in HRS Generator, result in fuel cost efficiency and
minimum wastage.

10. EHS
IMS
•
Certificate awarded in July 2004;
ISO 19001-2000 QMS
ISO 14001-1996 Environment Mgt.
ISO 18001-1999 OHSAS
QMS
This System serves a tool for Internal Quality Assurance & External
Quality Assurance.
EMS
Provide systematic Approach with National Environment Quality (NEQ)
for improvement in Environmental Performance.

11. EHS
OHSAS
• Enable to control OH&S Risk and to Improve,
• Planned on the basis of OH&S Hazards & Risk
Assessment,
• Performance is Monitored, Measured and Recorded
& Actions are Planned,

12. Human Resource Management
in KAPCO
Introduction
➲ Life-long career opportunity for qualified, competent and hardworking
professionals.
➲ Approximately 588 employees, they are well trained.
Facilities Provided
➲
➲
➲
➲
➲
➲
Housing Facilities for employees and their families,
Ten bed hospital,
Two Shopping Centers,
Bachelor's Hostel,
Guest House,
Secondary School for Boys and Girls,
➲ Residential facilities are essential for employees
➲ EEO and uses merit bases to hire new employees (RP for RJ)

13. HR Team
SYed Azfar Baig
GM HR&CS
Ch. Nazeer Ahmad
HR Manager
Hamid hassan
Ass. Manager HR
Muhamad Nawaz
Ass. Manager HR
Adil Riaz
Muhammad Idrees
Ass. Manager HR
Benefit Specialist

15. Strategic Human Resource
Management
Needs
SHRM is needed in the Organization for following aspects;
• Employment,
• Staffing,
• Record Keeping,
• Benefits,
• Compensation,
• Safety
Functions
SHRM has following Functions;
• Employment and Rewards,
• Data Record and Maintenance,
• Miscellaneous Benefits.

16. Strategic Human Resource
Management
Developing SHRM
•
•
•
•
•
•
•
Understand Business Strategy,
Develop Mission Statement,
Conduct SWOT(SLOT) Analysis,
Conduct a Detailed HR Analysis (COPS Analysis),
Determine Critical People Issue,
Develop Consequence and Solution,
Implementation and Evaluation of Action Plans.

17. Strategy Formulation at KAPCO
•
•
•
•
•
•
•
Strategies are developed to run Org. Efficiently & Effectively,
In KAPCO strategies are developed by mutual consent of WAPDA and NP of
UK,
Reason: WAPDA has 65% of Shares and NP of UK has 20% shares and
remaining 15% are of General Public.
For Planning and developing 4 Directors appointed by WAPDA, 2 by NP and
one is CEO selected by Voting,
By the mutual consent of BOD’s and CEO Strategies are made and forwarded
to Top Management of WAPDA and NP,
If approved then forwarded to Middle Level for Formulation,
For formulation of Strategies Following points are analyzed.
1.Mission
FORMULATION
2.Goal
GOAL SWOT A
MISSION
3.SWOT/SLOT Analysis
4.Strategy Choice
STRAT COICE

18. Contd.
Strategy Formulation
Mission Statement
“We provide quality HR services to attract, develop, motivate and retain a diverse
workforce within a supportive work environment. We do this with an emphasis on
customer service based on consultation and communication with the campus
community”.
Goals & Objectives
It has following points:
•
Develop Professional Competencies,
•
Enhancement of Performance,
•
Develop and Deliver Training Program,
•
Affirmative Action Plans

19. Contd.
Strategy Formulation
SWOT Analysis (SLOT)
Identifies Internal and External Factors (Favorable or Unfavorable).
1.
•
•
•
•
•
•
Strength
Hard-working, trained and co-operative staff,
Best packages due to low Turnover Ratio,
Computerized System,
Complete Safety and Security,
Biggest Store,
Easy Access to Top Management.
1.
•
•
•
Weakness/Limitation
Bound to give supply according to WAPDA,
No Expansion made during Last 16 Year,
Changed some point of PPA by new Govt.

20. Contd.
Strategy Formulation
SWOT Analysis (SLOT)
1.
•
•
Opportunity
Expansion programs are free of taxes,
It’s Importance is increased as there is problem of electricity.
1.
•
•
Threats
Totally depending on WAPDA for payments,
Security Conditions are important in case of Import of
Machinery and spare parts.

21. Contd.
Strategy Formulation
Strategy Choice
• Training
• OD Strategy
• Use of Job Analysis
•

22. Contd.
Strategy Formulation
HR Needs
•
•
People
Type of Person Needed,
Personalities and Work Style
Program
Selection,
Hiring,
Training & Development
Rewards
Culture
Leadership and Management Style,
Beliefs and Values
Structure
•
Development
•
•

23. Strategy Implementation
HR Practices
•
•
•
•
Operations,
Organization Development,
Corporate Services,
Security
• Operations
HR operation is performing following functions:
a. Recruitment & Selection
b. Orientation & Training
c. Promotion & Benefits
d. Apprentices & Internships
e. Updating Personal Information
f. Maintain record of leave, loan, EPF etc.
g. Dealing with Trade Unions

24. Contd…..
Strategy Implementation
Recruitment & Selection
•
Recruitment involves; seeking and attracting a pole of people from which
qualified candidates for job vacancies can be choose.
• All activities purely on merit.
Recruitment & Selection process of KAPCO is as follows:• New Recruitment
Regular Employees, Apprentices, Graduate Trainee
Engg, Wages Employees
• Requisition of new Employees
• Advertisement
Clear name of position, Grade, Job Description,
Qualification, Age Limit, Experience,
Last date of Submission of Application

26. Contd.
Strategy Implementation
Selection Procedure





Test
Presentation
Group Discussion
Interview
Post Interview Process
Field
Appearance/Personality
Technical/Professional
Knowledge
Experience
Potential
Maturity
Alertness
Total
Marks
20
20
20
20
15
5
Marks
Obtained
Comments (if any)

27. Contd.
Strategy Implementation
Orientation
Orientation is the introduction on New Employee to the organization with following
points;
 Organization Structure,
 Policies and Rules Applicable in the Company,
 Attendance and Leave Procedure,
 General Discussion about the company,
Time of Orientation is not more than 2 hrs.
E.P.F
 Contribution up to 10% of salary by employees
 Interest is charged on loan
 Also a option of permanent withdrawal once in service.
Company Loan
 Purchase of house,
 Purchase of plot of land
 Purchase of conveyance
 Marriage of self and Children
50% of Provident fund is remained as security

28. Contd.
Strategy Implementation
Medical Facilities, Leave & Allowance
 Record of dependent of employees,
 Allowance are calculated on Basic Salary.
Training
 HR Operation is Responsible for training and career building
of staff.




Pension
Paid at the time of Retirement,
Totally Employees’ Contribution without any deduction,
Ability to get this facility is 25 years of service,
In case of death amount is paid to deceased's family,
but, must have 10 year of service.

29. Organization Development
•
•
This Section is formed in 2006 performs following functions;
Training of Officers
Performance Appraisal of Officers
Training of officers
It has two types
1. In-House Training
It is for Operations, Maintenance and safety
It is for the purpose of Safety
2. External Training
Employees are sent to different institutions
Engineers are set to LUMS for Management Training
Evaluation of Training
Done through test, discussion and Exams during or at end of the
training.

30. Contd.
Organization Development
Performance Appraisal
Refers to evaluation and communication to an employee that how he/she
performing the job and establishes the plan for the improvement.
•
•
•
•
•
•
Application at KAPCO
MBO is used for performance appraisal,
Limited to the Officers,
In future, plan for such type of system for staff,
Targets are set and performance is measured on quarterly basis,
On annual basis employees are awarded by cash bonuses,
These are:15% of annual basic pay, who meet Expectancy
30% of annual basic pay, who works more then Expectancy
35% of annual basic pay, who works exceptional

31. Corporate Services
•
•
Section consists of four employees, who are responsible for answer to GM
HR&CS
Facilities Provided are:
Hospitality Service
Transportation Service
Traveling and Hotel Management
Social Action Programs
Fair Price Shop
Functions and Celebrations

32. HRM Capabilities
It covers Following Points
 Enhancement of Skills
−
−
−
−
−
Integrated Management System (IMS)
Quality Management System
Environment Management System
Occupational Health and Safety Management System
Pp tech
• HRM Abilities
 Strategic Human Resource Management Training
 Organization Development Strategy
 The Use of Job Analysis as an HRM Tool

33. HRM Action




Departments
No of Employees
Survey for the Pay Rates
Basic for Pay Structure
Qualification
Experience
Technical Skills
 Job Evaluation Concept
 Basic Salaries
 Union
Wages rates
Income security
Time of with Pay
Cost of living adjustment
Health care





Payment policy
Increment
Allowances policy
Compensation to the trainees
Accident compensation

34. HRM ACTION CONT….














Medical treatment
Payments during leaves
Overtime premium
Compensation of foreign qualified
Additional technical qualification salary
Pension policy
Post retirement benefit
Basis of pays
Chief executive compensation
Manager’s compensation
Professional compensation
Female workers
Pay policy
Relationship between productivity and salaries

35. STRATEGY EVALUATION
• Identifying the problems
• Measuring actual performance with standards
• Taking corrective actions

37. Strategy Evaluation is done in following steps
 Identifying the Problem
 Measuring Actual Performance with Standards
 Taking Corrective Actions

38. Annual Objectives of KAPCO
This Project is Complete to Achieve Following Goals:
>To Reduce Load Shedding
>To firm up Hydrel Power Generation
>To facilitate operation and maintenance
>To cover emergencies and power shortages with quick generation of
power supply




Policies
Power Purchased Agreement
Gas and Oil Supply Agreement
Resource allocations

39. ANALYSIS AND
RECOMMENDATION
 DIFFERENCES
IN
THEORY
APPLICATION OF STRATEGIES
AND
PRACTICAL
>Management Style is different as studied,
>Decision Making done by Top Level as well as
Departmental Managers,
>Consultation with Employees,
>Contracts made by Procurement Department,
>25 Year Joint Venture with WAPDA,
>Policies made by WAPDA,
>No Marketing Department,

40. Recommendations
 Transport Facility
 Award and Prizes for Regular Employees
 OD Section Responsible for Training
 Quota for Employee Children during apprenticeship
 Proper Career counseling
 Job Rotation for different Section