Table of Contents

Introduction..........................................................................................................................2

Task 01.................................................................................................................................2

Task 02.................................................................................................................................3

Human resource management at Lanka IOC PLC..........................................................3

Strategic HR Goals..........................................................................................................4

Generous Benefits to Employees.....................................................................................4

Training and Education at Lanka IOC PLC....................................................................6

Task 03.................................................................................................................................9

Effectiveness of Human Resource strategic techniques in Lanka IOC PLC...................9

Effectiveness of training and development strategy....................................................9

Effectiveness of rewarding an employee benefit offering...........................................9

Effectiveness of Employee recognition.....................................................................10

Task 04...............................................................................................................................10

Economic factors...........................................................................................................10

Legal Factors.................................................................................................................11

Social factors.................................................................................................................11

Task 05...............................................................................................................................12

Drawbacks.....................................................................................................................12

Recommendations to overcome from drawbacks..........................................................13

Conclusion.........................................................................................................................14

References..........................................................................................................................14
Introduction
In making a substantial gift to the Trail Walk project which took place this year in October,
Lanka IOC PLC has taken the organization's upcoming Corporate Social Responsibility position.

The LIOC Managing Director Shyam Bohra gave the check for the generous amount to Mahela
Jayawardena and Kumar Sangakkara.

"We believe in supporting crowd-funding projects such as the trail walk which helps bring
community members and the broader public together and who engage in a really meaningful
effort," stated Shyam Bohra, IOC Managing Director at Lanka.

This is Sri Lanka's most major humanitarian effort ever financed by crowds and the Trail Walk, a
creative symbol of founders Nathan Sivagananathan and Sarinda Unamboowe. Volunteers'
walking toward establishing a new cancer unit at a Karapitiya Teaching Hospital in Galle, was
designed to generate US$5 million or roughly Rs 735 million. The trail began initially in 2011 as
a walk, starting from the most southern point of the nation and ending in the south for 27 days
covering a total of 670 kilometers[ CITATION Lan14 \l 1033 ].

Lanka IOC PLC is IOCL's subsidiary, Fortune 500. It is the sole Sri Lankan oil firm and one of
the main players among Sri Lankan oil businesses, apart from CPC, which is active in 199 retail
gasoline/diesel stations throughout Sri Lanka and has a highly effective lubricant marketing
network. It is a private oil company and is a prominent participant.

In this report, managing people in global context has been observed selecting Lanka IOC PLC.

Task 01
Lanka IOC PLC has been selected as the suitable multinational company here due to many
reasons. Lanka IOC PLC is Indian Oil Corporation Ltd.’s foreign enterprise; a Fortune "Global
500," ranked 137th in the year 2018. At present, the firm has 207 gas stations in Sri Lanka and
SERVO Lubricants is being delivered all throughout the island via its unique distribution
network and petroleum stations. The company in Sri Lanka is one of the largest listed businesses
with sales of USD 500 million in 2018/2019. SERVO is Sri Lanka's top sales brand. In more
than 35 nations it has expanded its influence worldwide[ CITATION Lan14 \l 1033 ].

The product as said was specialized in its strength and esthetic appearance and the feeling for the
consumer. Their enhanced speed, smoothness, superior durability, and energy with greater load
were other qualities observed. Shyam Bohra, Managing Director of Lanka IOC PLC, said they
were delighted to showcase Sri Lanka's worldwide container idea[ CITATION Bur01 \l 1033 ].

"The new design is easy to handle and better than before the esthetic aspect. After study, this
design was created," he added. He stated that the container is far stronger in design and may be
utilized for several various purposes and that the end customers would profit more.

As the second-largest Sri Lankan player, and now with a market share of 17-18%, he claimed to
be up to 25% in 4-5 years. He stated that while research and development is being carried out in
India, Sri Lanka receives the latest technology promptly.

Therefore, Lanka IOC offers the new Servo Lubricants look to the local market as leader Sri
Lanka oil businesses, and that makes it the most appropriate MNC for discussion.

Task 02
Human resource management at Lanka IOC PLC
the aim of Lanka IOC PLC is to be a strategic partner for achieving organization’s greatness,
developing, and inspiring the genuine potential of human capital and offering growth, wellness,
and enrichment possibilities.

The cornerstone of the business is in their belief that the management of human talent is not the
technology but the workers that use technology. For this reason, LIOC attaches great
significance to the management of workers.

They use employee-focused policies and give a learning platform, flexibility to explore, create
and participate in demanding areas of work in the management of the human resources.

They are also trying to make human talent management more successful by attempting to
understand and anticipate human behavior. They think that the key to success is a company
culture built on strong and broadly accepted ideas backed by strategic and corporate structures.
The human resources department plays a key role in maintaining a strong LIOC culture, starting
with recruiting and choosing individuals who share the faith and prosperity of the
company[ CITATION Cam11 \l 1033 ].

HR provides guidelines, training and performance management programs which define and
strengthen the fundamental values of the business and guarantee that workers who really
represent those values receive suitable incentives and recognition.

Strategic HR Goals
 Effective and efficient management of HR policies and programs while ensuring the
satisfaction of internal customers and fulfilling budget restrictions.
 Recruitment and retention of diverse employees to suit the organization's requirements.
 Keeping a pleasant working atmosphere based on ideals.
 Development programs to assist employees and management achieve their objectives.
 To ensure that our compensation and performance management practices are established
and carried out to bring our performance into line with our organization's objectives and
to optimize them[ CITATION Coo99 \l 1033 ].

Generous Benefits to Employees

Permanent workers are eligible to the following significant benefits:

Employee Benefit Description

Maternity Leave 84 working days
Retirement provision Statutory gratuity payments after completion of five
(Gratuity) years of service
Additional gratuity under Over and above the statutory gratuity
Thrift Society
Distress Loans Simple concessional interest rate and recoverable in 60
months.
Housing Loans Simple concessional interest rate and recoverable in 240
months.
Car Loan Carrying a simple concessional interest rate and
recoverable in 120 months.
Medical Leave 14 to 21 days
Welfare Related Benefits  House repair loans
 Office transport facility
 Furniture loans

Medical Benefits
Insurance Cover
Other facilities
New facilities introduced in
2019-20
[ CITATION Lan14 \l 1033 ]
 Three months loan
 In-house medical doctor at Trincomalee and
provision of free medicine.
 Unlimited medical reimbursement
 Reimbursement of spectacle expenses
 Insurance cover for partial and permanent
disability and life.
 Unlimited OPD cover
 Provision of uniforms
 Support to family members such as operating
buses for school children
 Residences for Trincomalee employees
 Long service awards
 Scholarships to children
 Death benefits amounting to Rs 500,000
 Accidental death benefit of Rs 1 Mn.
 Payment for unutilized medical leave
 PAYE borne by the Company
 Reimbursement of mobile handsets
 Cash rewards for completion of higher studies
depending on qualification earned.
 Sports club
 20 residential quarters in Trincomalee were
refurbished during the year.
 Enhancement of the reimbursement of fuel costs
for Junior Executives and Officers (S-3) in the
field.
 Delivery of cake at employee's residence to
celebrate their birthday.

Training and Education at Lanka IOC PLC

Training & Development

In 2016, they spend more than Rs 3 million in the development of our workers. The T&D
investment is also a major added value in the Sri Lankan economy, covering indirect jobs in
addition to our direct employees at headquarters and the terminal. The pumping staff training
company at its retail locations helped to increase their usefulness while also increasing customer
service bars.
Training and development in this sector were recognized as a core focus by improving the
function of retail personnel as Customer Service Agent.

The sales personnel were offered during the year a "train the trainer" program, through which
their expertise was transmitted to retail workers at the retail stores themselves. Additionally,
retail outlets have received additional training in various areas such as grooming, customer
service, safety equipment handling and others in specialist batch training. This fostered a sense
of attachment and membership in the LIOC brand and further improved retail outlet
employability[ CITATION Her59 \l 1033 ].

To strengthen the ability of the dealers, several training programs, to enhance their management
abilities and corporate management, were implemented. This was done in partnership with Sri
Jayewardenepura University. This curriculum improved their business know-how and talents.

Training includes training for 24 staff in other countries – from different executive to non-
executive categories at IOC in India.

The company has taken measures towards changing its training and development in the coming
year, bringing it to a completely new paradigm. Instead of using a necessity-based assignment
approach up to now, T&D will now build on each employee's talents. In addition, the new model
will contribute in their push towards a culture focused on performance and outcomes that
identifies and rewards the good performers properly[ CITATION Lan14 \l 1033 ].

the provide training for men and women at all levels: senior, management, management, and
non-management.

Employee skills improvement programs and transition support programs.

LIOC employees will have the appropriate training to deal with operational and technological
improvements and digital transformation initiatives according to a 3-year training plan.

Career Development and Performance reviews regularly.

All LIOC staff are subject to year-round performance assessments.

Quiz for knowledge expansion and learning enjoyment.

They organize monthly contests to improve their employees' understanding of businesses,
worldwide advances and best practices in operating and safety.

Online technical training. technical training.

At Trincomalee, technical personnel are allowed to begin their training courses online at their
leisure starting with current fiscal quarter.

Digital Transformation. Digital Transformation.

The biometric integration of the attendance module of our payroll package was realized during
the year under review.

LIOC's employee commitment.

LIOC uses several methods and means to promote engagement and motivation among
employees.

'Shining Star - the Inspiration'.

We acknowledge and honor an employee every two months with a letter of appreciation who has
achieved excellence in his or her specific work tasks at an office. The manager was dubbed the
‘Shining Star of LIOC’ and on the 'Wall of Fame' in the guest lounge at the headquarters and at
their workshops is shown a portrait of the manager made with the managing director (MD). It
has helped improve our employees' motivation and commitment[ CITATION Lan14 \l 1033 ].

Straight conversation with MD

This MD-led straight discussion program aims to strengthen a connecting culture and provides
feedback mechanisms for continuous improvement inside the company. The direct conversation
followed by the formal meal for everyone helps to develop a mental cooperation.

Improving Work Environment Quality.

During the year the welcome room at LIOC was refurbished with a vertical garden and an
aquarium, designed to renew employees' brains and feed good energy.

Recently renovated employee eating and dining rooms. The workplace has been fitted with two
fish tanks for adding natural and animated vibrations. In the dining room we have an LED TV. In
the office was installed the LED illuminated motivating Message board. A supplier of soft drinks
has been established in the office to enable our staff keep their BMI healthy and motivating
measures.

Task 03
Effectiveness of Human Resource strategic techniques in Lanka IOC PLC
According to the human resource strategies followed by Lanka IOC PLC, the team is well
organized, educated, and motivated due to the skill development and training provided by the
company. As the training delivers studies along with company culture, relevant job training,
leadership training and self-motivation, the employees are guided and manipulated for the
company mission and vision. This is much more effective for company progress and many more
key points can be defined as follow[ CITATION Bar02 \l 1033 ].

Effectiveness of training and development strategy

Training and development program followed by lIOC allow staff to upgrade their knowledge
base and optimize efficiency and production. Improved productivity: training programs can
improve their performance by allowing employees to finish their job more rapidly since their
skills level is increasing with time[ CITATION Lat12 \l 1033 ].

 Increased employee satisfaction and morals

 Increased employee motivation
 Enhanced process efficiency resulting in financial gains
 Increased capacity for the use of new technologies and methods
 Increased strategies and product innovation
 Reduced employee sales
 Enhanced company image (no good reason for ethical training), e.g.
 Risk management, such as diversity training risk management

Effectiveness of rewarding an employee benefit offering

Since LIOC provide various benefits over employees, the employees are highly satisfied with the
job and highly motivated with the rewarding for their performance level. In here, we can see, that
the LIOC follows Maslow Hierarchy of needs by providing benefits and support their personal
success by ensuring job security, self-esteem. And Herzberg theory has been followed for
rewarding the employees for their personal improvements. This not only improvise the employee
productivity but also increase the effectiveness of the workforce and help to build up a self-
motivated, gal-oriented team[ CITATION Mid93 \l 1033 ].

Benefits for employees and significant repercussions on employees demonstrate that the firm is
not just invested in its general health, but in its future. A robust benefits package for employees
has helped to attract and maintain talent and helped LIOC distinguish the company from its
rivals[ CITATION Arm01 \l 1033 ].

Employee benefits have enhanced the enterprise's performance by including employees in

wellness initiatives. Healthier staff means a reduction in the organization's healthcare expenses.
The LIOC promotes economic safety for staff through employee benefit packages. They offer
health benefits, retirement benefits and other perks to increase living standards and assist firms to
stay competitive on the market.

Effectiveness of Employee recognition

Since LIOC PLC arrange every employee to have talk with MD, CEO, PM it ensures the job
recognition of every employee working in the company. Aspects such as performance,
objectives, recognition, development, and effectiveness of managers are intrinsically connected
to staff participation. And recognition is one of the most important drivers of staff involvement.
The admiration of employees is an essential human need. Employees will be more involved in
their job, their team, and their company if they feel valued and recognizable for their unique
contributions[ CITATION Sch01 \l 1033 ].

Here are some more employee recognition advantages that LIOC can obtain:

 Improved productivity and commitment

 Reduced staff turnover Increased employee satisfaction and job happiness
 Increased client loyalty and satisfaction
 Enhanced retention of quality staff
 Lower stress and lack of care
Task 04
Economic factors
Stage in the business/economic cycle

A country's economic development impacts organizational effectiveness directly. The LIOC

offers a broad range of growth prospects for growing economies. The phase of the industry's
lifecycle is also crucial to grasp. Market saturation can make entering established industries
harder than industry in the development stage. In addition, the business performance LIOC. is
also impacted by the level of expenditure on essential infrastructure development by the host
nation government. A well-developed infrastructure helps the business climate and boosts gold
industry's growth potential in the country concerned.

Efficiency of financial markets

The financial market efficiency influences LIOC's worldwide expansion strategy since
operations on highly efficient financial markets lead to better liquidity and enhanced market
capacity. LIOC's capacity to obtain money at fair rates will influence the health and efficiency of
its financial markets.

Legal Factors
Political stability

A stable and pleasant business climate with predictable market growth patterns is provided with
high political stability. However, amid political turmoil, investments are disrupted and the
stakeholders' confidence in economic and subsequent organizational performance is damaged.
Currently, LIOC. has its own political tensions in many nations. Growing tensions and instability
may impede the expansion of the petroleum sector and restrict LIOC's prospects for
growth[ CITATION Ada08 \l 1033 ].

Policy Change

Frequent changes in government policy are detrimental to company success as environmental

insecurity increases. The present trends in the political landscape of LIOC are essential to
analyze since changes in the government might shift government priority to developing different
businesses.

Social factors
Equality and distance from power

The gap between power and social rights indicates that hierarchy and wealth inequality are
accepted. When joining the high- or low-power market, LIOC must modify its business
management techniques. In many nations, increasing inequality changes the power structure,
which has severe consequences for multinational companies like as LIOC.

Corporate standards and allocation of class

International marketing managers regard culture to be a key aspect. Every culture has specific
values and conventions that play a significant part in determining the behavior of consumers.
LIOC. should establish local teams to study society views and conventions to customize
marketing strategies in a particular cultural environment. LIOC. It is also crucial for LIOC to
observe social class stratification. Similarly, social class market segmentation can be
unsuccessful when the stratification of social classes is low.

Task 05
Drawbacks
Efficiency of personnel

In LIOC dealing with cycle business, frequent transition to employees or turnover and varying
demand for workers HR planning is very essential. LIOC may improve the capacity with
efficient planning to always have the correct amount of people at the right places and jobs. In
addition, HR may determine the abilities and experiences an applicant qualifies for each specific
task.

Excessive planning
One danger that LIOC might go too far and cause bigger difficulties is proactive planning. In the
field of human resources planning, the company risk overestimating personnel requirements and
wind-up recruiting people more than they need. Therefore, HR engage with strategical
management is attractive. this can actively pursue workers and offers significant remuneration
with limited possibility for successful performance when the company poorly describe the
competences needed for success in certain positions.

Unpredictability.

Even while human resources planning can provide LIOC with a better degree of stability by
increasing your staff's abilities, the company can't ensure that the trainees will stay with your
company for

sufficient time to profit from company investment.

Illusion of security.

While human resource management may improve the ability of the employees, the company can
educate staff to execute outmoded duties as the company and business develop. This might give
them a false sense of safety and hinder from reacting to events quickly enough.

Expense.

Training and investing in the personnel require money. Whether company pay for specialist
training or departure from jobs that enhance the income more immediately, human resources
planning may cut the income short-term before it raises the long-term profits.

Recommendations to overcome from drawbacks

How successfully the implement LIOC’S training programs and how efficiently the employee
meet goals is frequently down to the advantages and drawbacks of human resources
management. Management and planning are vital, but there can be no real commitment and good
will in formal programs. the human resources plan should not be an independent endeavor.
Rather, it should be part of a broader approach that increases participation and creates a strong
culture in the workplace.
Choose the courses carefully. Make sure that company can invest in the resources and the effort
the workers can make in relation to their job descriptions. It is unrealistic to expect the workers
to be able to practice or read in their own time when you pay a minimal salary. It makes no sense
to teach company in basic hygiene if you hire skilled medical experts.

Combine training in human resources with clear messaging about what these initiatives may and
cannot anticipate. Training and training can improve the effectiveness of your team in some
areas but cannot replace ingenuity and flexibility.

Conclusion
This report is about the Managing People in a Global Context over Lanka IOC PLC. Due to one
of the most successful Multinational Company active in Sri Lanka, the IOC has been selected.
Lanka IOC PLC has 207 gas stations in Sri Lanka and SERVO Lubricants is being delivered all
throughout the island via its unique distribution network. The company is one of the largest listed
businesses with sales of USD 500 million in 2018/2019. In more than 35 nations it has expanded
its influence worldwide. The document shows up the human resource management at Lanka IOC
and it delivers the HR strategies, employee training and development programs etc. according to
rewarding and benefits method, it defines that the company follows Maslow’s hierarchy of need
and Herzberg’s two factor theory to ensure the employee satisfaction over job and improvise
employee engagement in the company. The overall report delivers the effectiveness of strategic
HR plan, drawbacks, and how to mitigate the issues. At final the document presents the real
success behind the Lanka IOC PLC over effective human resource management.

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