Analysis of Petroliam Nasional Berhad

Analysis of Petroliam Nasional BerhadIntroductionThis chapter result discuss the back ground of the social club, background of study, definition of term problem statement, interrogation objective, research question, significant of study, scope of study and limitation of study. orbit of CompanyPetroliam Nasional Berhad is the short name for PETRONAS. PETRONAS is the National oil corporation of Malaysia which was compound on 17th August 1974 under the Malaysian Companies Act of 1965. The Malaysian Petroleum Development Act 1974 vested upon PETRONAS the exclusive rights to explore, develop and produce harsh imagings within Malaysia. Since its corporation, PETRONAS has evolved into a fully integrated multinational oil and gas company.PETRONAS business activities range from upstream oil and gas geographic expedition and production to downriver oil refining marketing and distribution of petroleum products trading gas processing and liquefaction gas transmission pipeline operati ons marketing of liquefied natural gas petrochemical manufacturing and marketing shipping and property investment. fantasyA Leading Oil and Gas Multinational of Choice.MissionWe are business entityPetroleum is our core businessOur primary responsibility is to develop and amount value to the national resourceOur objective is to contribute to the well being of the heap and the nation.Shared ValuesLoyaltyLoyal to Nation and Corporation aceHonest and UprightProfessionalismCommitted, Innovative and Proactive and Always Striving for ExcellenceCohesivenessUnited in Purpose and FellowshipOrganization Structure of PETRONASPETRONAS Carigali Sdn Bhd through with(predicate) Petronas Exploration Production (EP) subsidiary, Petronas Carigali Sdn.Bhd. (Petronas Carigali) has developed capability as a hands-on operator with a track record of successful oil and gas developments. PETRONAS Carigali incorporated on 11th May 1978. The purpose of the formation is to increase Malaysian participation in the exploration and production industry in the country. PETRONAS Carigali works alongside a number of petroleum multinational corporations through production sharing contracts (PSCs) to explore develop and produce oil and gas in Malaysia. Now the company actively expands its activities over 23 countries including Malaysia.Under PETRONAS Carigali, it consist ten main divisions which are Strategic Planning, HSE, Business Development, Technology Management, Exploration, Petroleum Engineering, Development, Operation, JV Management and incarnate Services.PETRONAS Carigalis VisionAn EP Global Champion.Overview of Exploration and Production IndustrySince PETRONAS Carigali involves in exploration and production Industry, some of us might not be familiar with this industry. Actually, what is exploration and production is all well-nigh? Exploration and Production (EP) industry is also mainly known as upstream industry. In short, EP industry normally finds and produces crude oil and natural gas. In addition, the upstream oil industries include well exploration, drilling and operation.The upstream oil industry is important because it determines supply which affects prices in the downstream sector. The upstream sector is primarily concerned with finding and utilizing the available petroleum supply whiles the downstream and midstream sectors that are concerned about the submit of oil and its transportation.Background of StudyHRM division in PETRONAS strives to be a strategical partner within the business area, aiming to develop and deliver HR strategies, approaches and services which generate plentiful impact for the workforce and create value to the organization. The various function along the HR value chain are varied and include organization design, people training, talent sourcing, people development, performance management, remuneration and employee/industrial relation.In HRM division, they move along with the technology advancement through reducing the manual w orkload of these administrative activities and began to electronically automate many of HR process by introducing specialized Human imaginativeness Management constitution (HRIS). HRIS is expected to drive Human imagination (HR)s transition from a focus on Human Resource Management (HRM) to Strategic Human Resource Management (SHRM). This strategic role not all adds a valuable dimension to the HR function, but also changes the competencies that define HR professional and practitioner success.Definition of TermHuman Resource culture SystemA human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization about its human resources, personnel activities, and organization about its characteristic. (Kovach and Catcart, 1999)HR ProcessesHR processes starts by planning labor requirements. This include, resource specifications, long range planning, forecasting supply and demand of labor, staffing, applicant qualification, training programs, costs analysis, salary, contract type, and other related issues. Other key HR processes involve recruiting, selecting, performance appraising, training and orientation, career development, occupational health and safety, and compensation and benefits.(Boeteng,2007)Problem StatementThe use of Human Resource Information System (HRIS) has been advocated as an opportunity for human resource (HR) professional to become strategic partner with top management. Decreased costs, improved communication, and decrease in time spent on HR activities should create an environmental where HR department in would play a more strategic role in the organization. The idea of HRIS would allow the HR function to become more efficient and provide reveal information for decision making.Consequently, the idea of HRIS is seen as an important value towards HR department as a strategic partner of organization. The question remains whether HRIS execute its promise t his study is an initial attempt to measure the factors that influence the splendor of Human Resource Information System (HRIS) in HR department towards its workforce and organization generally.Research ObjectiveTo identify the factors that influencing the importance of Human Resource Information System in Petronas Carigali Sdn Bhd (PCSB)To determine the assessment of the factors that influencing the importance of Human Resource Information System in Petronas Carigali Sdn Bhd (PCSB)Research QuestionWhat are the factors that influencing the importance of Human Resource Information System (HRIS) in Petronas Carigali Sdn Bhd (PCSB)What are the assessment towards the factors that influencing the importance of Human Resource Information System (HRIS) in Petronas Carigali Sdn Bhd (PCSB)Scope of StudyThis study will deepen the knowledge of Human Resource Information System (HRIS). The topics that cover in this study are to notify the user of the system the importance of HRIS towards achiev ing its organization strategy. Other than that, to determine factors that influencing the importance of HRIS in PCSB. All the sources and references will referred to primary data and secondary data such as journals, news paper and also reliable article will be supported for the research purpose.1.8 Significant of StudyTo ResearcherThe tec will gain greater understanding and knowledge in human resource function generally and specifically in human resource information system (HRIS). In addition, this study will provide the necessary information about the research methodology and prove the research worker analytical skill.To FacultyThis study will benefit the faculty for future reference or researcher purpose for lecturers, students, or other researcher who would require the information regarding this research area. This study will reveal how the reality would be compared to theorist that been thought in the classroom. This will be guidance for students to assemble what they are go ing to be expected once they started their industrial training.To companyThis study will help the company to enhance their understanding concerning human resource information system (HRIS). In addition, to develop the awareness the importance of HRIS towards their daily works in support their key business strategies.Limitation of study season constraintA good research may take years to complete, however the time given to complete this study only takes for only 5 months. To chase the very limited dateline, this research requires a longer time to achieve a better and more reliable findings and results.Lack of experienceThe researcher never been exposed to compose a proper research previously. In result, it takes quite some time for the researcher to understand and learn from previous research. Upon this, it limits the researchers skill and knowledge to conduct this study.