Heard from random sources in PCSB-SKO, during engagement with staff, the head of SKO asked how would they feel if their salary reduced by 50%. Sort of hinting something.

Hi all, let me know if there is any vacancy for ROV inspector, TQ

(^__^)

Yup..unfortunately upstream mostly affected. So far, refinery and petrochemical still have air to breath.

You saja saja apply of course they find you main main, don't bother to layan

No. As long as your phd doesn't disturb your work.

I doubt that will happen any time before the Sarawak State election next year (latest by June 2016).

There's no way Najib and Adnan will allow any more "disenchantments" amongst the Sarawakians prior to the very important and crucial political event for BN in 2016.

HR ppl need to look after their rice bowl first. Why risk of being black listed by the highest management to "fight" for employees rights?

Murphy retrenched staff at all levels; its infamous for its brutal, fast, and cold retrenchment exercises.

But the good side of it is that the company's compensations are pretty reasonable, a real gold, fast and firm good bye "handshake".

To be fair to Technip, the company since its inception in Malaysia in the mid 1980s, has never retrenched its permanent staff until recently.

I am guessing you haven't been chop in yet. If you got retrenched see if you still look up to Technip like an angel haha.

When times are good, loyal people leave, companies like this complain no loyal workers all Gen Y like that not appreciative. When times are bad their turn just retrench people and act angelic blame it on the industry. Come annual report, company still make millions. There is no compassionate in this world when in comes to money.

Agreed they are the master of politics.

You can try Canyon Offshore, Bermuda Subsea, ROV Resources, Subsea7 and Allied Marine. But I don't think many of them is hiring as there are a lot of ROV vessels anchorage at Labuan right now.

It is all about making money and profit. That is the reality. They are not charities lol.

It's funny that a lot of O&G personnel hates HR. I thought that HR would have been a lot better since my time (I hate HR previously with a vengeance). Now, I don't care about them so much. As long as they assist me in what I need to be done, they are in my cool books. Otherwise, I don't want to be bothered about them so much. I have other things on my plate that is more important than HR

Ouch, it pained me to hear you say so.

HR is quite free once any activities is completed. Else, they will be tied with the normal work cycle. Similar to other department however since HR is a cost centre so it always be a black sheep vs engineering/other profit centre. I always want HR to be profit centre so it will not devalued against other profit centre.

As for me, my team is still actively hiring so we are tied with sourcing activities - roughly 30 intake per month. For my recruitment team, it is a constant cycle - branding, sourcing, interviewing, hiring, orientation, selection. Repeat till you puke. We were quite relax in early this year due to current stop to Upstream activities but downstream/TA work is still ongoing so quite busy at this moment.

For our HR Operations, they just completed the increment cycles so they are quite relax for now. However they also tied with relocation/transfer/resignation/retirement/medical expenses related job. Come March - June, they will be tied with Performance Appraisal, Bonus, Increment related tasks.

Increment wise - it depends on company direction. If there is a preset figure for that year, HR will put in the employee's rating/position accordingly based on Bell's curve. Since KPI rating is a feedback from department manager, HR will rationalize it but if there is a odd rating/unfair rating, HR will question the department manager to ensure a fair rating. If you felt that your boss is a nightmare to work with, imagine us outsider whom required to fight over your KPI/rating which your boss will surely say that he know what his staff doing instead of HR. In my current company, the rating review usually takes more than 3 rounds. Always fight with manager on over-rating/under rating. That is our main job. Fight with everyone. Haha..

Mati-mati debate also the final say is upon the department manager. However when upon increment or bonus pay out, department manager will say - ASK HR Lorr why low pay.. Sien..

Employee right - HR is always torn in between company direction/employee right since we all makan gaji too. Whenever an action is initiated by manager, HR will counter check to ensure if the action is in accordance to law. E.g - you want to fire a person. HR will ensure that the manager already do the necessary, counselling, warning letter, DI and etc. However if the manager still want to fire without doing the necessary, HR will ensure the minimum compensation is given (notice period) to ease the repercussion. Yes, the staff can always fight back via labour court and 90% of cases always sided with the employee but how many want to take that route? Furthermore in the small O&G world where everybody know everybody.

With that being said, a good ration is 1 HR per 100 employee. So if the company is downsized, definitely HR also a must go. Hope my long winded answer does answered your queries.

This post has been edited by thoyol: Dec 28 2015, 11:15 AM

What's their retrenchment compensations like?

True. When I joined my company, I was quite shocked to see most of HR in O&G is quite traditional and still practice the Dinosaur way of things. Very authoritative, administrative, no transparency, P&C and no nonsense one. Things slightly better as most of the company start to adopt the Business Partner method. Still a long way to go but it is getting better.

Looks like impact after US made their recently decision.

Link

(^__^)

1 to 100? Woah that is quite a lot, no?

In Aramco, most decisions are made by the department head. They don't have HR over there, they have Personnel and their job is to make sure that they serve the employee. Small outfit. They do have a thick Employee IR (Industrial Relations) Manual which they update constantly. The IR manual is on the Intranet and all employees are able to access it and any changes done will be shown (summary of changes/clause etc) and the actual IR Manual in PDF format will have this thick red bars on the side showing what has changed.

The only company where I have worked which I had no issues with HR. If you have any issues you'd like to clarify, you just send an email to your personnel advisor and they will clarify the matter within a couple of days. Employment Certificates (for your loans or whatever) is generated automatically from your HR Online portal so basically your interactions with HR is very very minimal. Almost everything is handled via the SAP system in the background, so your leaves, your allowances etc are handled by your department/division secretary .... it was awesome. It was night and day compared to my previous company.

Ehh.. I didn't mean that way. :-) and of course they will make millions yearly regardless of the market. I was just comparing technip with other companies.

Yup, that is the most ideal HR organization model. In Msia I think is called HR Business Partner. These are the frontliners to deal with employee.

They still have the other HR function but the other HR functions is done backdoor or supported in Business Centre environment. I been approached by Halliburton before where they separate HR & recruitment. HR is localized based on country while Recruitment required to support regional. Same goes to BP. Everything else leave to SAP system.

I also enquire the cost for SAP HR System implementation and the basic system will cost minimum RM 1.2 million without any customization. Customization will cost minimum twice-triple the software cost to localize the whole system in accordance to organization need. Not many company willing to spend that much for HR system and thats why HR in Msia are still behind as the process/policy are still backwards.

Like I said, ideal number as being shared by Technip top HR personnel in a seminar I attended 2 years ago. I think Technip also maintaining the same number for HR:total employee ratio.

In my company it is 1:300. Hahahah.. Not all company will follow the number.