netrashetty
Netra Shetty
El Paso Corporation (NYSE: EP), provides natural gas and related energy products and is one of North America's largest independent natural gas producers. It is headquartered at 1001 Louisiana Street in Downtown Houston, Texas. United States.[1]
The company owns North America's largest natural gas pipeline system which goes from border-to-border and coast-to-coast. The system includes Colorado Interstate Gas, El Paso Natural Gas, Southern Natural Gas, and Tennessee Gas Pipeline. Currently under construction Ruby Pipeline. The El Paso Corporation also owns fifty percent of Great Lakes Transmission and Florida Gas Transmission and employs 6,000 people. Florida Gas is part of Southern Natural Gas. In 1999 the company doubled in size when it merged with Birmingham, Alabama based natural gas giant Sonat.[citation needed] It went on to acquire Coastal States Gas in 2001.
The company's major offices are located in Houston, Texas, Birmingham, Alabama and Colorado Springs, Colorado. The company's current CEO is Douglas L. Foshee.
Human resource department will continue its effort towards nurturing a winning
corporate culture and building organizational capabilities by ensuring that its people at all
levels are both able and willing to perform at consistently exceptional levels. At PTC the
people have been empowered to a large degree by minimizing out dated rules /regulations
and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and
talent .The top team continue to play its role in providing the guidance and support to
people at all levels. The HR (people’s) function ensures that it leads the transformational
change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels
organizational, departmental and individual is considered in PTC to be one of the most
critical factor leading to the development of a winning corporate culture. The effort
continues to be directed towards developing the skills of the shop floor employees,
improving competencies of Business Support Officers (BSOs), and enhancing the
leadership qualities of managers.
Plan for People Development:
• Continue to nurture strong, open minded and caring leadership at all levels with an
enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to
succeed”.
• Ensure to develop people at all levels, both in terms of skills to undertake
challenging assignments and the “will” to take greater responsibilities.
• People at all level take charge for their development and constantly look for
opportunities to enhance their knowledge, skill and leadership attributes.
• Ensure that PTC becomes a learning organization where knowledge management
becomes an established way of developing people.
• As far as possible, match the individual aspiration with the organizational needs to
encourage personal fulfillment.,
• Ensure transparency in career management to encourage and recognize talent as well
as performance.
• Prepare and develop the line managers to take ownership of the “HR Tools” e.g.,
developing people, more active involvement in career management (CDM), Sharing of
learning (HR Intranet).
• To enhance the employability of employees for keeping them motivated and secured.
• Integration of training activities throughout the company
• Become a 1st choice employer in a growing environment where talents supply will
fall short of demand.
The company owns North America's largest natural gas pipeline system which goes from border-to-border and coast-to-coast. The system includes Colorado Interstate Gas, El Paso Natural Gas, Southern Natural Gas, and Tennessee Gas Pipeline. Currently under construction Ruby Pipeline. The El Paso Corporation also owns fifty percent of Great Lakes Transmission and Florida Gas Transmission and employs 6,000 people. Florida Gas is part of Southern Natural Gas. In 1999 the company doubled in size when it merged with Birmingham, Alabama based natural gas giant Sonat.[citation needed] It went on to acquire Coastal States Gas in 2001.
The company's major offices are located in Houston, Texas, Birmingham, Alabama and Colorado Springs, Colorado. The company's current CEO is Douglas L. Foshee.
Human resource department will continue its effort towards nurturing a winning
corporate culture and building organizational capabilities by ensuring that its people at all
levels are both able and willing to perform at consistently exceptional levels. At PTC the
people have been empowered to a large degree by minimizing out dated rules /regulations
and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and
talent .The top team continue to play its role in providing the guidance and support to
people at all levels. The HR (people’s) function ensures that it leads the transformational
change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels
organizational, departmental and individual is considered in PTC to be one of the most
critical factor leading to the development of a winning corporate culture. The effort
continues to be directed towards developing the skills of the shop floor employees,
improving competencies of Business Support Officers (BSOs), and enhancing the
leadership qualities of managers.
Plan for People Development:
• Continue to nurture strong, open minded and caring leadership at all levels with an
enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to
succeed”.
• Ensure to develop people at all levels, both in terms of skills to undertake
challenging assignments and the “will” to take greater responsibilities.
• People at all level take charge for their development and constantly look for
opportunities to enhance their knowledge, skill and leadership attributes.
• Ensure that PTC becomes a learning organization where knowledge management
becomes an established way of developing people.
• As far as possible, match the individual aspiration with the organizational needs to
encourage personal fulfillment.,
• Ensure transparency in career management to encourage and recognize talent as well
as performance.
• Prepare and develop the line managers to take ownership of the “HR Tools” e.g.,
developing people, more active involvement in career management (CDM), Sharing of
learning (HR Intranet).
• To enhance the employability of employees for keeping them motivated and secured.
• Integration of training activities throughout the company
• Become a 1st choice employer in a growing environment where talents supply will
fall short of demand.
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