Persian Gulf Petrochemical Industries Group, in order to enhance productivity and improve the welfare conditions of its employees, is reviewing and redrafting its human resources charter and developing welfare cooperatives. These programs, aimed at creating coordination in policymaking and improving the welfare conditions of employees of subsidiary companies, were emphasized at the annual meeting of human resources managers of this group, hosted by Nour Petrochemical Company in Isfahan.
Emphasis on Human Capital as the Main Asset
Rostami Mal-Khalifeh, the human capital manager of Persian Gulf Petrochemical Industries Group, emphasized the importance of human capital as the most important asset of companies and stated that the new charter should be based on the latest guidelines and requirements, serving as the basis for joint decision-making in all companies of the group. He also stressed the importance of integrated human capital governance and the role of human resources managers of subsidiary companies as a communication link between the holding and the companies.
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Training and Empowering Employees
In this regard, training and empowering employees as one of the main tools for enhancing capabilities has been defined in three sections, including pre-service training, in-service training, and training related to effectiveness assessment and productivity improvement. Rahavaran Fanon Petrochemical Company, as the educational arm of the group, is responsible for supporting empowerment programs and developing human capital skills.
Development of Welfare Services and Cooperatives
Another part of this group's programs is dedicated to the development of welfare services and creating new capacities to meet the needs of employees. Rostami Mal-Khalifeh announced plans to establish housing, consumption, and investment cooperatives and emphasized the importance of attention to the health of employees and their families and providing financial facilities. He also discussed solutions for reducing housing procurement costs through demand aggregation, utilizing government land capacities, and benefiting from potential discounts.
In the consumption cooperative section, the goal is to eliminate intermediaries and establish direct communication with suppliers to provide employees with necessary goods at more favorable prices and facilitate installment purchases. All these programs are centered around organizing the human capital management system and expanding welfare support for employees, and their realization will depend on the formulation of an executive mechanism and the operationalization of proposed plans in affiliated subsidiary companies.
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