Reports received by Feydus indicate an increase in dissatisfaction among some employees of Abadan Refinery regarding the performance of human resources management and the human resources planning department. Critics claim that the recruitment process, job promotions, and some internal decisions of these two units have been accompanied by serious ambiguities and require transparency.
Ambiguities in Recruitment and Employment
One of the most important questions raised by employees is the method of recruitment and employment of some children of middle managers. They ask on what basis these individuals were recruited, through which call, test, regulations, or competitive process, and why the information related to these hires has not been publicly released so far.
Hiring Based on Favoritism and Recommendations
The important point about hiring based on favoritism and recommendations at Abadan Refinery is that this is an operational and specialized organization, and it is expected that all hiring processes be conducted based on real needs, meritocracy, and equal competition. The wave of preferential hiring has increased in this company while thousands of young specialists, especially married individuals and heads of households, have been waiting for employment opportunities for years. Therefore, the main question for the refinery managers is whether job opportunities are distributed fairly or if relationships and influence have replaced hiring regulations and justice.
Decisions Favoring Managers
Some employees have revealed that the human resources department and the human resources planning department have, in some cases, approved internal resolutions that benefit the managers of these sections more than the employees. Among these are the allocation of certain welfare benefits, including flight ticket facilities for managers and their families, while according to these sources, numerous restrictions and exceptions are applied for the payment or implementation of some legal benefits for workers.
Criticism of the Refinery CEO
Another part of the reports sent to Feydus directly questions the performance of the CEO of Abadan Refinery, raising the question of why, despite the high level of employee dissatisfaction, there is still support for the human resources managers and the human resources planning department. Especially since the support circle for these corrupt managers has led to them, in some cases, making decisions and executing matters without coordination with senior management.
Impact of Dissatisfaction on the Work Environment
What makes this level of dissatisfaction significant is the fact that continued dissatisfaction and lack of accountability can negatively affect employee trust and the work environment of the organization. It seems that the CEO of Abadan Refinery has been inattentive to this issue and prioritizes supporting a network of managers who have been appointed in this company through favoritism and recommendations based on his personal resources.
