LOL.. Damn true. I even spread a margarine butter to ease the licking. Haha..

Most of the company is doing so right now. Recruitment per say is really slow in the current market. Supply is more than demand so instead of just waiting for the right role to surface, most of the HR is performing database gathering right now.

double-checked with my contact there. So far they just discontinued the contract staffs. Yes, the 10% salary cut is correct. no bonus/increment for 2015..

BESAR isn't it?

true. My company also required to maintain the number of Ir that we have in house.

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

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.

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.

work utilization "cough" (cheapskate) at it best. Hehehe..

This post has been edited by thoyol: Dec 28 2015, 04:49 PM

A good company structure with a good HR foundation/principle instilled in all the managers. Every manager is responsible for the HR matters themselves.

However back end wise, there is a shared centre where the HR analyst will perform the leave analysis, compensation & benefit analysis, competency gap analysis, training need analysis, medical provider computation/liaise with provider, KPI setting, manpower planning, industrial relations, HR trend. Most of the time, you will not see the HR people but they are there to ensure that your HR practice is efficient and smooth. Most of the major company is running under this HR model.

This post has been edited by thoyol: Dec 29 2015, 09:23 AM

Haha, you can obtain all the salary survey from the market. Not very accurate but can give you an indication of the salary band.

For 2015, O&G is no more the top/focused industry so most of the agencies that I liaised with doesn't even do the salary benchmark for O&G. Too volatile and keep going downwards. Sigh.. I also pening how to come up with market salary benchmark.

The concept that he quoted is way wrong. The basis of setting up CAPEX/OPEX is way off. Yes, the expected revenue and PBT for Upstream related department definitely must be aligned with projected oil price but retrenchment? Where got if price USD30 must retrench. Aiyoooooo..

If a company able to sustain their OPEX, what is the need to retrench??

Bro, I was interviewed for BP SC role in KL. Passed the tele-interview, F2F interview, IQ test but had to reject the offer.

They didn't ask much about the SC environment as I myself admit that I didn't know much about it. They asked more about your knowledge in your field and your exact experience. They also will try to link their company values during the interview and see how much do you potray that in your daily working tasks.

Good luck bro..

What I meant SC is Shared Centre. I was interviewed for a Senior HR role.

Hurm, actually they offered me a good 20% increment however my company counter offered me with 33% increment with an upgrade of level.

Its a tough call for me as I kinda like their environment/practice as I can learn all the best back end practice in BP but you can only last maximum 2-3 years in SC before you get bored. Its the same specialized routine. Thats what scared me the most. They also unable to wait for an additional 1 month as I'm waiting for my backdated increment which amounting to 5 figures.

Anyway cut story short, I rejected their offer. Well just a heads-up, if you rejected their offer you will be blacklisted for 2 years. Hehe..

yup, my new application straight away rejected. Have to wait for another year. Hopefully they forget about my application in 2017. Hehe..