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 Rotation
3. 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.