Petroleum Development Oman L.L.C.
UNRESTRICTED Document ID : CP-180
September 2003 Filing Key : COP Recruitment.doc
Recruitment Code of Practice
Keywords:
This document is the property of Petroleum Development Oman, LLC. Neither the whole nor any part of this document may be disclosed to others or reproduced, stored in a retrieval system, or transmitted in any form by any means (electronic, mechanical, reprographic recording or otherwise) without prior written consent of the owner.
Signed : Tan Hook Laing, HRD Head Resourcing and Development
|
|
Revision History
The following is a brief summary of the 4 most recent revisions to this document. Details of all revisions prior to these are held on file by the issuing department.
Version No. |
Date |
Author |
Scope / Remarks |
Version 1.0 |
September 03 |
Badran Al Hinai, HRD/1 |
Initial draft |
|
|
|
|
|
|
|
|
|
|
|
|
1. INTRODUCTION 3
1.1 Background 3
1.2 Purpose 3
1.3 Target Audience 3
1.4 Structure of This Document 3
2. SCOPE & OBJECTIVES 4
2.1 Scope 4
2.2 Aims & Objectives 4
2.3 Fundamentals for this Code of Practice 4
2.4 Related Business Control Documents 6
2.5 Review and Improvement 6
3. ROLES & RESPONSIBILITIES 7
3.1 Roles & Responsibility Matrix 7
4. PRACTICES TO BE FOLLOWED 8
4.1 Activity: Job Advertisements 8
4.2 Activity: Interview & Selection 8
4.3 Activity: Clearances for Employment 8
5. APPLICATION & STEP-OUT APROVAL 9
5.1 Application 9
This Code of Practice shall be applied in all activities of the external recruitment process. 9
5.2 Step-out and Approval 9
APPENDICES 10
A1 Glossary of Terms, Definitions and Abbreviations 10
This Code of Practice exists in order to define the guiding principles and best practice to be followed by both the Service Provider and the Customers in handling recruitment process in PDO. The Code of Practice serves as a quick reference guide to these principles and practices and as a pointer to more detailed standards documents in which particular activities and responsibilities are set down.
This Code of Practice is part of the PDO Standards Hierarchy. It is designed to enable the practical fulfillment of one of the objectives of the PDO Business Policy on Resourcing and Development (PL-44), which is to:
Maintain an up-to-date plan of the current and future manpower requirements to meet the needs of the business, ensure succession plans are in place for all significant jobs and identify short and long term recruitment requirements.
Operate a professional and cohesive selection process which ensures an adequate supply of competent and qualified staff to fulfil the corporate objectives in the short and long term.
The purpose of the Recruitment Code of Practice is to describe the process within which all activities relating to the provision of recruitment services is managed. This includes the compilation of corporate resourcing needs, budgeting, receiving and screening applications, assessment & selection, medical & security clearance and statistical reporting.
The target audience of this documents includes:
Recruitment section staff.
Resourcing and Development Advisers, Human Resources Advisors and Human Resources managers.
Functional Directors, Corporate Functional Discipline Heads and Appropriate Line & Functional Staff.
Employment Committee Members.
Unrestricted access would be available to all PDO staff via PDO web.
The detailed statements of the Code of Practice are contained in sections 2 – 4 of this document.
This Code of Practice covers all activities relating to the provision of corporate recruitment service and the provision of advice to Functions and Company management on recruitment and resourcing matters. The Recruitment Section (HRD/1) is responsible for the management and administration of all external recruitment in PDO with exception of Shell Group Staff recruitment.
Provide recruitment service that will attract the right people, with the right skills, in the right place at the right time, in a cost effective manner. The priority in recruitment effort is to hire sufficient numbers of suitably qualified Omani staff to meet forecasted corporate business objectives and Omanisation targets. The company will only resort to expatriate recruits when there are no suitable Omanis available.
Compilation of Corporate Needs
The Resourcing and Development Department (HRD) compiles the annual requirements of the matured and graduate resources as identified by Functions. This information is used as a basis for planning the recruitment of sufficient intake of candidates for the fulfilment of the corporate plan. HRD depends on Functional Directors, CFDHs and FRDAs to supply their resourcing requirements.
Budget provision
The Resourcing and Development Department ensures sufficient budget provision to accomplish its role.
External relations
The recruitment section establishes and maintains fruitful relationship with SQU and other relevant educational institutions from which PDO gets its graduates supply. The section also maintains business like relationship with internal and external recruitment agencies which assist us in the recruitment of matured expatriates and temporary staff.
Recruitment criteria
Matured Hires:
- University degree in relevant disciplines to PDO.
- Minimum of 5 years of relevant experience.
- Good technical and professional skills.
- Matured hires are selected using technical interview(s) by the functions.
For Graduate Hires
The candidates must be university degree holders.
Their degrees should be relevant to PDO business, e.g., Petroleum Engineering, Mechanical Engineering, Physics, Geosciences, Information Technology, Finance & Accounting and Human Resources.
The applicants GPAs should be a minimum of 2.5 (equivalent to lower second class 2.2) for technical disciplines. For non technical disciplines the GPA should preferably be 3.0 minimum (equivalent to upper second class 2.1).
Employment is subject to availability of job opportunities and the candidate’s suitability.
Graduates recruits are selected using Assessment Centres.
GPA Rating Comparison UK vs. SQU Systems
SQU UK
3.5+ 1st class
3.0 – 3.49 2:1
2.5 – 2.99 2:2
For non Graduate Opportunities
Every year PDO offers scholarship opportunities to secondary school leavers graduating in the same year. In 2003 the minimum graduating percentage acceptable was 95%. This program is managed via the Ministry of Higher Education.
During the past 5 years, PDO has recruited High Technical College graduates with technical disciplines for its Technician Omanisation Program. Students recruited each year are graduates of the same year.
All other non-graduates opportunities are advertised in the local newspapers when they become available.
This category involves fresh graduates and experienced staff.
Non graduates are selected using line interview(s).
Recruitment, assessment and selection
The recruitment section co-ordinates and supports the various processes in the recruitment, assessment and selection of the best candidates for employment.
Recruitment Approvals
Recruitment in to PDO is subject to the following approvals and clearances:
References must be satisfactory to the Company.
Employment Committee approval.
In seeking EC approval PDO needs to submit the documentation on each candidate under consideration. The onus shall be on the Functional Resourcing and Development Advisors to ensure this happens. The documents required are:
A selection matrix for all candidates being considered for a job. This should include those candidates who are found f not suitable for employment.
Interview notes for all interviewed candidates. This should be clear and reflective of the employment or rejection recommendation.
All applicants for the same position should be submitted together (including the regrets.
Due diligence is required in allocating salary groups in relation to candidates level of experience and qualifications.
Medical fitness certificate issued by Company Medical Officer.
Security clearance by relevant Government Bodies.
Policy |
Resourcing and Development
|
PL-44 |
|
Standing Instructions |
HR infolink/HRR |
|
HR Policy Notes (HRPN) |
G:/HRR/HRR COMMON/HRPN |
Guidelines |
EC TOR |
|
Brochures |
Assessment Centre |
|
|
Will you join us in our quest? |
|
|
|
|
|
|
|
This Code of Practice will be reviewed annually by HRD/1 and any proposed changes will be presented to HRD and HD for consideration and approval.
Role |
Responsibilities |
Functional Directors |
* Identify resourcing requirements.
|
CFDH’s & FRDA’s |
Coordinates resourcing requirements identification Provide job descriptions and job group Advertise jobs via HXM/2 section Undertake detailed screening of applications Undertake interview and selection processes Advice on technical worth of recruits, SG to be offered
|
Recruitment section |
Develops and reviews recruitment strategy and policies Receives applications, undertakes initial screening, arranges and facilitates interviews and selection, makes job offers, handles employment clearances Transfers candidates files to services department at the end of hiring process Settles relevant recruitment invoices |
Remuneration section |
Sets starting salaries for recruits |
Employment Committee |
Approves PDO recruitment recommendations |
Medical Department |
Undertakes medical checks on recruits Advices on their fitness or otherwise
|
Services Department |
Updates candidates details in SAP Issues candidates with Company numbers Notifies all related outfits of new recruit’s arrival |
HXM/2 section |
Contact newspapers for job advertisements |
|
|
The advertisement must reflect the job requirements
The language used must be simple, clear and in line with the business principles
All candidates who meet the job requirements must be invited to attend interviews and ACs
Selection for jobs must be fair, objective and justifiable.
Clearances for employment shall include all the details required.
Any step out from this code of practice shall be introduced and approved by a written statement from MD, DMD, HD or HRD.
for example.....
|
|
Document |
data (including text, graphics, images, sounds, etc) organised in a defined structure intended to convey information to the recipient, usually stored in electronic, paper or microform format. Documents can therefore include manuals/reports, notes/letters, drawings/viewgraphs, video/sound recordings and samples (fluid/physical). |
Document Management |
comprises the controlled handling of documents during all phases of their life cycle. |
2 AMERICAN PETROLEUM INSTITUTE 1220 L STREET NORTHWEST WASHINGTON
4 PETROLEUM LAW INTRODUCTION ULF HAMMER 1 THE
61 BHARAT PETROLEUM CORPORATION LIMITED TENDER NO BPCLLPGPKD SR2010
Tags: cp180, document, development, petroleum, unrestricted