PETROLEUM DEVELOPMENT OMAN LLC UNRESTRICTED DOCUMENT ID CP180

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PETROLEUM DEVELOPMENT OMAN LLC UNRESTRICTED DOCUMENT ID  CP180

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.

Authorised For Issue 28/01/1998


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















Contents

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


1. INTRODUCTION

1.1 Background

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:



1.2 Purpose

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.

1.3 Target Audience

The target audience of this documents includes:

1.4 Structure of This Document

The detailed statements of the Code of Practice are contained in sections 2 – 4 of this document.


2. SCOPE & OBJECTIVES

2.1 Scope

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.

2.2 Aims & Objectives

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.

2.3 Fundamentals for this Code of Practice

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

-         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.







  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

 




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:

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:

 




2.4 Related Business Control Documents

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?










2.5 Review and Improvement

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.



3. ROLES & RESPONSIBILITIES

3.1 Roles & Responsibility Matrix


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







4. PRACTICES TO BE FOLLOWED

4.1 Activity: Job Advertisements

4.2 Activity: Interview & Selection

4.3 Activity: Clearances for Employment



5. APPLICATION & STEP-OUT APROVAL

5.1 Application

This Code of Practice shall be applied in all activities of the external recruitment process.

5.2 Step-out and Approval

Any step out from this code of practice shall be introduced and approved by a written statement from MD, DMD, HD or HRD.

APPENDICES

A1 Glossary of Terms, Definitions and Abbreviations

for example.....



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