Analysis of Petroliam Nasional Berhad

Analysis of Petroliam Nasional BerhadIntroductionThis chapter forget discuss the back grounds of the beau monde, background of watch, definition of term problem statement, research objective, research question, momentous of subscribe to, scope of study and limitation of study.Background of CompanyPetroliam Nasional Berhad is the short surname for PETRONAS. PETRONAS is the National anele corporation of Malaysia which was incorporated on 17th alarming 1974 under the Malaysian Companies subroutine of 1965. The Malaysian Petroleum Development Act 1974 vested upon PETRONAS the exclusive rights to explore, develop and produce rock oil resources within Malaysia. Since its corporation, PETRONAS has evolved into a to the full integrated multi discipline oil and gunman company.PETRONAS business activities range from upriver oil and splatter exploration and production to downstream oil nuance marketing and distribution of petroleum products trading atom smasher processing and liquefaction lo phthisis up transmission pipeline operations marketing of liquefied natural gas petrochemical manufacturing and marketing shipping and property investment.VisionA Leading crude and Gas Multinational of Choice.MissionWe are business entityPetroleum is our snapper businessOur primary responsibility is to develop and add value to the national resourceOur objective is to contribute to the well being of the people and the nation. divided ValuesLoyaltyLoyal to Nation and CorporationIntegrity fair(a) and UprightProfessionalismCommitted, Innovative and Proactive and Always Striving for Excellence gumminessUnited in Purpose and FellowshipOrganization Structure of PETRONASPETRONAS Carigali Sdn Bhd finished with(predicate) Petronas geographic expedition 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 adjoin 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, engine room vigilance, Exploration, Petroleum Engineering, Development, Operation, JV Management and Corporate 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. Actu everyy, what is exploration and production is all about? Exploration and Production (EP) industry is in any case mainly cognize a s upstream industry. In short, EP industry normally finds and produces crude oil and natural gas. In addition, the upstream oil industries include well exploration, drill 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 demand of oil and its transportation.Background of StudyHRM division in PETRONAS strives to be a strategic partner within the business area, aiming to develop and deliver HR strategies, approaches and go which generate productive impact for the workforce and create value to the boldness. The various(a) function along the HR value chain are alter and include organization design, people cooking, talent sourcing, people development, performance management, profit and employee/industrial relation.In HRM division, th ey move along with the technology advancement through reducing the manual workload of these administrative activities and began to electronically automate many of HR process by introducing specialized tender-hearted Resource Management strategy (HRIS). HRIS is expect to drive kind-hearted Resource (HR)s transition from a focus on Human Resource Management (HRM) to Strategic Human Resource Management (SHRM). This strategic role not only adds a valuable dimension to the HR function, but also changes the competencies that define HR professional and practitioner success.Definition of TermHuman Resource discipline SystemA valet de chambre 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, res ource specifications, long range planning, anticipation supply and demand of labor, staffing, applicant qualification, training programs, costs analysis, salary, contract type, and former(a) related issues. separate key HR processes involve recruiting, selecting, performance appraising, training and orientation, career development, occupational health and safety, and compensation and acquires.(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. rock-bottom costs, improved communication, and decrease in judgment of conviction spent on HR activities should create an environmental where HR plane section 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 better study for decision making.Consequently, the idea of HRIS is seen as an important v alue towards HR department as a strategic partner of organization. The question remains whether HRIS finish its promise this study is an initial attempt to measure the factors that influence the splendour 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 top dogWhat 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 result deepen the acquaintance of Human Resource Inform ation System (HRIS). The topics that cover in this study are to notify the user of the system the importance of HRIS towards achieving 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 endorseed for the research purpose.1.8 profound 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 methodological analysis and enhance the researcher 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 re ality would be compared to theorist that been thought in the classroom. This will be guidance for students to prepare what they are going 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 studyTime constraintA good research may take years to complete, however the time given to complete this study only takes for only 5 months. To heed the very limited dateline, this research requires a longer time to earn a better and more reliable findings and results.Lack of experienceThe researcher never been exposed to compose a proper research frontly. 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.