INTRODUCTION:

PSO is the market leader in Pakistan’s energy sector. The company has the largest network of retail outlets to serve the automotive sector and is the major fuel supplier to aviation, railways, power projects, armed forces and agriculture sector. PSO also provides Jet Fuel to Refueling Facilities at 9 airports in Pakistan and ship fuel at 3 ports. The company takes pride in continuing the tradition of excellence and is fully committed to meet the energy needs of today and rising challenges of tomorrow.

Pakistan State Oil, the largest oil marketing company in the country, is currently engaged in storage, distribution and marketing of various POL products. The company’s current market share of 82.3% in the black oil market and 59.4% share in the white oil market, alone speak volumes about its success.      

SIGNIFICANCE:

Training & development increases the knowledge and skills of employees.

Training & development increase the quality of work life Training & development makes employees more cost effective and

task oriented.

TRAINING PROGRAMS AT PSO:

1) Customized Training : In customized training, people from different companies of the same industry go to the institution for training PSO also sent there staff for training

2) In-House Training: only PSO employees are there and these training sessions are conducted in the PSO house

METHODS USED AT PSO:

On-the-job Training

1. Job Instruction Training 2. Job Rotation3. Coaching

Off-the-Job Training

The employees are given off-the-job training in the form of lectures, video presentations, and self-study.

CONCLUSION :

The T & D department of PSO is playing an important role in training and development of its employees to be at competitive edge and to develop its potential employees to enrich their knowledge. PSO also wants to enhance their skills by training them with business related courses available in the corporate sector.

Training usually starts from its orientation programs to management training they spend million of dollars each year to enhance the skills of its management and non-management employee’s through on the job, off job, apprenticeship and coaching training programs.

WEAK POINTS OF PSO:

There is Nepotism in the organization that polluted the T & D Process.

PSO doesn’t have any specific module for conducting TNA, the one method that they are following are internally developed

It has been found that PSO didn’t hire any external consultants for T & D.

don’t have psychologist who diagnose the sickness of the process, culture, roles, working environments, policies etc

Employees working in rural areas don’t have opportunity to visit the head office and interact with the management and to be trained.

RECOMMENDATION:

There is need to eliminate nepotism This can be done by regular feedback taken by the HR department from employees about their problems.

PSO must develop a TNA model which is a mix of qualitative and quantitative factors for a realistic picture of the training needs

PSO need to hire an external consultant for Training & Development who can impartially assess the flaws of the system.

PSO must hire an Organizational Psychologist Employees working in rural areas should be given the

opportunity to visit the head office for training.