UNIVERSITY OF THE PUNJAB

INSTITUTE OF ADMINISTRATIVE SCIENCES

MASTERS IN HUMAN RESOURCE MANAGEMENT
(SELF SUPPORT)
3rd SEMESTER

Submitted To:
DR. SABEEN IMRAN AHMAD

Submitted By:
SHEHZAAD AHMAD 61 MHRM
MEHVISH KHALID SARFRAZ 65 MHRM
NEELAM TARIQ BUTT 68 MMKT
MAHAM KASHIF 68 MHRM
MIRAL AMJAD 70 MHRM
MUHAMMAD ADEEL 81 MHRM
 SEPCOIII
Shandong Electric Power Construction Corporation
III or SEPCO III

Headquarter: Qingdao, China

Industry: Construction and Engineering
Founded:  1985
PURPOSE:
“We rise to the challenge of building a world that works.”

About SEPCOIII:
SEPCO3 is a Chinese construction and engineering company that designs, builds,
operates and owns power plants. SEPCO3 offers the construction of power plants
via the EPC (Engineering Procurement Construction) method on a turnkey lump
sum basis.
SEPCOIII and GE (General Electric) Power successfully completed a Reliability
Run Test (RRT) at the Haveli Bahadur Shah Power Plant in Jhang, Pakistan.
The project is among the largest gas-fired combined cycle plants in the country,
expected to add up to 1,230 megawatts (MW) to Pakistan’s national grid - the
equivalent power needed to meet the electricity needs of up to 2.5 million Pakistani
homes.
SEPCOIII is a wholly-owned subsidiary of Power Construction Corporation of
China in electric power sector. SEPCOIII has aggregated installed capacity of
86,000 MW and ranked 58th of Top 250 International Contractor of ENGR
(Engineering News Record) in 2014. At present, its customer base has spread
across 18 countries through 46 turn-key projects including India, Pakistan,
Bangladesh, Kuwait, Saudi Arabia, Oman, Iraq, Egypt, Turkey, Indonesia and
Singapore etc. SEPCOIII has been devoting himself to building the project with
best quality and the economic and technical indicators within shortest period.
Therefore, it has been awarded China’s Luban Prize for 8 times and National
Quality Engineering Gold Medal for 3 times by now.

Mission:
SEPCO'3 corporate cultures have been formed with the mission of “make
customers successful, make employees happy, and contribute to the society”.

Vision:
SEPCO'3 vision of "world-leading and world-renowned".
 International HRM
QUESTIONS RELATED TO THE EXPATRIATES WORKING IN
A MULTINATIONAL.

EXPATRIATES:
 In this organization they have 30 expatriates are working and
they have key positions for example Top Management,
Managers and Senior Engineers.
 Both they are parent and third country nationals.
 22 Third country nationals.
 8 Parent country nationals.
 Yes Local people are also working in same organization.
Examples:
 They are working on managerial positions. For example Plant
Manager, Deputy Plant Manager, Senior Engineers and Plant
Engineers.

RECRUITMENT AND SELECTION:

 They have two different policies for recruitment and selection. One
is for local nationals and second is for foreign nationals. Foreign
nationals are recruited from Headquarter and local national are
directly recruited through our hiring policy.
 They announce the vacant positions for the local people through
social media and newspapers, shortlist CV according to
requirement and conduct shortlisted candidate interviews and
finalize the person according to expertise and educational
background.
PERFORMANCE MANAGEMENT:
 They have monthly performance management system. HR
Department generate performance evaluation forms to the
relevant department. HR officer mark his evaluation on the
daily bases of work task and performance, and discuss that
evaluation with the personal.
PERFORMANCE APPRAISAL:
 Monthly performance management System.
PRE DEPARTURE TRAINING:
 Yes
Contents of pre departure training:
Pre-departure training (also known as “cultural orientation
training”).
The methods used during the pre-departure training are base on
cognitive country briefings.
Pre-departure training include:
 Culture awareness.
 Language Training.
 Security Briefing.
International assignments effect career of the
employees:
 International assignments are thought to contribute to one's global
mindset and global leadership competencies, they help to build a
worldwide social network of colleagues, and provide a range of
new career responsibilities. International experience allows
learning about cultures, ideas, values, beliefs, and religions
practiced by people around the world.
Allowances and Benefits:
 They provide different allowances as per as company policy like
Travelling allowance, Housing allowance, Home leave allowance,
Life insurance and Childcare and education (if applicable).

Culture related Challenges:

 In their organization foreigners are hard workers employees, which
work in fast-paced environment.
 A language barrier.
 Being lonely.
 Cultural shock.
 Security issues.