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TABLE OF CONTENTS
PAGE
SERIAL NO CONTENTS NUMBERS
1 EXCUTIVE SUMMARY 3
10 BIBLIOGRAPHY 39
EXECUTIVE SUMMARY
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HUMAN RESOURCE DEPARTMENT
Descon is the one of the leading company in project based business to business
market in Pakistan. This summary is all about the Human Resource Department
of Descon Engineering Company. We will discuss about the introduction of
Descon in first chapter. The second chapter will tell us about the structure of HR
Department in Descon. The third chapter shows planning and job analyzing steps
in the department. The fourth chapter will help us to know about selection and
recruitment procedures. The fifth chapter is all about training and Development
through implementation and evaluation. Sixth chapter will give a knowledge how
Descon conduct its Performance Appraisal System. The seventh chapter defines
the compensation management. And the last chapter explains how this department
handles the disputes and procurement procedures.
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HUMAN RESOURCE DEPARTMENT
CHAPTER NO.1
INTRODUCTION
History
Over the last three decades Descon has evolved into a multi faceted Engineering
and Manufacturing concern and has further spawned a group of ventures with a
diverse activities portfolio: Project Management, EPC, Engineering,
Manufacturing, Construction, Maintenance, software development, Mining,
Chemicals and Trading, While the group companies operate independently under
a corporate structure, Descon Engineering remains the flagship company and
provides the associated identity to its affiliates.
The company is unique in its resources base with in house capabilities for Design
Engineering, Manufacturing, Construction and Maintenance Service. These are
applicable to a wide variety of projects related to Industrial plants, Energy and
Infrastructure development for which services are provided selectively or on
turnkey/ EPC basis.
All establishments are system oriented with ISO and OHSAS certifications and
ASME stamps. HSE achievements are reflected in the statistics with over 350
million man hours of work executed. Considerable investment is made in human
recourses focusing on development.
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HUMAN RESOURCE DEPARTMENT
Descon is project oriented and client driven. Quality and HSE are taken as Value
adders and the company culture encourages teamwork and innovation. With all
these attributes and resources, the company is well placed to compete and succeed
in the local as well as international contracting arena while being recognized as a
quality service provider and manufacturer of capital equipment. The synergy
between various business areas fuels strategic growth by providing cost effective
solutions.
Vision
Mission
"To provide the valued customers with cost effective and reliable solutions in
project implementation and be recognized as the leading manufacturer of
high quality equipment for plants." 2
Core Values
The purpose of Descon is to bring prosperity and well being to the stake holders
and society at large by adding value through engineering, technology and
management.3
Integrity
1
http://www.descon.com.pk/Company/visionAndMission.aspx
2
http://www.descon.com.pk/Company/visionAndMission.aspx
3
http://www.descon.com/Qhse/corporateSocialResponsibility.aspx
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HUMAN RESOURCE DEPARTMENT
While operating globally, they touch upon many people. They would set
CSR Objectives in the annual plans to take a leadership position in this
regard. They believe in transparency and giving access to the information
to people about the life cycle of their products and services.
These strategies require commitment from top to bottom level of their employee’s
relationships. Because they want to see a healthy and safe world and trying to
achieve their goal by using best practices at their premises. The annul objectives
for CSR focus on six areas; - Business Integrity, Environment, People,
Community, Human Rights and Suppliers. These all areas are integrated into
Descon’s core values.
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HUMAN RESOURCE DEPARTMENT
Business Operations
Descon’s engineering know-how is vested in various business areas across the
company. All engineering facilities are equipped with the current software
packages in IT-based environments and specialize in niches relevant to the core
activity of a Business Area. At the forefront is JGC Descon Limited (JDL), the
joint venture company which acts as engineering wing with capabilities in basic
and detailed engineering for plant design. For JGC Corporation, it is key offshore
Satellite Engineering Center for engineering of major hydrocarbon energy
projects in the region.
The EPC Business Area is also evolving into an autonomous entity which has its
own engineering expertise for undertaking projects on a turnkey basis. These
range solution for existing plants to ‘Greenfield’ facilities pertaining to process,
utilities and offsite areas.
The infrastructure projects Business Area has developed its own in house design
group for projects related to water reservoirs and irrigation channels. Descon is
the only Pakistani company which has the complete ‘design and construction’
capability for large infrastructure projects.
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HUMAN RESOURCE DEPARTMENT
This department consists on executives who supervise the rules and regulations.
Finance Department
This department supports all financial issues, information, trend analysis, and
make financial statements to for future decision making.
This department handles the human power of the Company. Make policies and
procedures and helps to achieve organization’s goals by hiring competent
workforce and retain through training and motivating.
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HUMAN RESOURCE DEPARTMENT
Marketing (B.D)
This department shows off all competencies and strength through Integrated
communication technology (ICT) and advertising in their websites, Expo Center,
and Push strategies for Stake holders.
Strategic Planning
This department checks overall market structure and find out all those
opportunities which can help out in order to survive in the market.
Construction Management
This department manages the project handling issues and areas in which they are
constructing continuously and new as well.
Business Areas
National Areas
There are regional and site branches in Pakistan.
• Karachi
• Lahore
• Islamabad
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HUMAN RESOURCE DEPARTMENT
International Areas
These areas are representing Descon as Pakistan’s Dynamic Engineering
Company in different countries of the world. These countries are;
• Qatar
• Kuwait
• United Arab Emirates (Humria)
• Saudi Arabia
• Oman
Areas of Specialization
There are different areas of specialization which are following;
• Manufacturing
• Engineering Procurement and Construction (EPC)
• Plant Construction and Services
• Infrastructure Project
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HUMAN RESOURCE DEPARTMENT
CHAPTER NO.2
HUMAN RESOURCE DEPARTMENT
Thus Human resource of Descon is not only a critical asset today but has become
an important source of competitive advantage in dynamic industry of engineering
and construction. With the help of HRD, Descon’s rating in Pakistan is No.1 in
Engineering and Construction based industry. They are standing for many years
and no one even touch to their rank because of competent and willing work force.
Organogram of HRD
Units in HRD
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HUMAN RESOURCE DEPARTMENT
Job analysis
It is the procedure for determining the duties and skill requirements of a job and
the kind of person who should be hired for it.
a) Job Description
b) Job Specification
A list of job’s “human requirements” that is, the requisite education, skills,
personality, and so on. They also make job specification hire the right people at
the right place.
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HUMAN RESOURCE DEPARTMENT
The Company holds that orientation program is very necessary for the Company
as well as for the new employee. The unit of Training and Development performs
several important functions for the Company, like orientation training,
performance appraisal and the general Training and Development. Broadly
speaking, Descon Engineering Co. holds a strict distinction between training and
development.
Descon Engineering Co. gives the importance to their employees as well as their
performance. There are certain standards that are set by the Company to check the
performance of staff. They give the incentives and bounces on the base of check
performance. Descon Engineering Co. follows all the international rules when
done performance management.
The amount of bonus and increments depend on the profit of Descon Engineering
Co. world, then Descon Engineering Co. Pakistan, then for each department and
finally for each employee. The Gross salary includes a number of allowances.
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HUMAN RESOURCE DEPARTMENT
Industry Relation
As one of the international Companies, Descon employees almost 35000 people,
representing more than 5 nationalities. This diversity lies at the heart of their
values and supports their growth because they are a Pakistani company and now
spread in the Asian Market. There is cooperative environment and relation
between lower and upper staff is good. Expenses incurred on professional
medical consultation including periodic health check- ups and costs of any
diagnostic tests.
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HUMAN RESOURCE DEPARTMENT
CHAPTER NO.3
MAN POWER PLANNING AND JOB ANALYZING
This chapter tells us how Man Power Planning and Job Analysis are important
to select a job and the need for hiring or training the employees in Descon
Engineering Company. The Company allocates the budget through they are
receiving from profit margin. The opportunities find out when they work on
project, and if something is missing in their specialized field. The budget for new
employees and training the employees should be allocated. Then, the jobs and
work is defined and analysis the job and person who can be do that type of job
excellently.
Criteria for Human Resource Planning
HRM Audit
The HRM (Human Resource Management Audit) of Descon uses this framework
to try to answer such questions as: Are the mission and strategy of the human
resource organization designed to match the business strategy of the Descon
Engineering Co.? Does the design of the human resource organization enhance its
ability to accomplish its strategy? Are the kinds of people who run the human
resource function good choices for the ongoing task?
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HUMAN RESOURCE DEPARTMENT
Job analysis interview guide is a tool that can be used in conducting job analysis
process. It describes list of questions that should be asked to explore the content
of a particular job. What is the job overall purpose? What the inducement does
and, if possible, how he/she does it?
Most widely used job description format contain the following five sections”
(1) job identification
(2) job summary or purpose
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HUMAN RESOURCE DEPARTMENT
CHAPTER NO.4
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Resourcing refers to internal recruitment the Descon that is; they try to attract
candidates for vacant jobs from within the organization. Recruitment only refers
to external recruitment that is locating candidates from outside the firm, which
may include fresh graduates of people working in other firms. However, it must
be noted that Descon prefers resourcing to recruitment.
The Resourcing Process
The resourcing process at Descon is conducted in a well planned in an efficient
manner. Resourcing process can be summarized as:
• Identification of Job Vacancy
• Job Posting
Now we will discuss all the steps involved in the resourcing process in turn.
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HUMAN RESOURCE DEPARTMENT
If an employee of the company leaves the firm due to any reason. This may be
deliberate resignation to move to another firm. This may also any other reasons
such as, retirement, termination or death, a vacancy is formed at the respective
department of the company. The department, carefully analyzed in all its respects
identifies this vacancy and the job description is forwarded to the workers of the
human resource department.
Then the department, in which the vacancy is created, sends a complete Job
Analysis Information to the HR Department. Thus, the Department forwards a
complete document to HR specialists so that they can analyze the job correctly
and efficiently.
When respective departments have identified the vacancy and the job description
has been sent to HR Department, the HR Department decides on the grade and
designation of the vacancy.
4) Job Posting
This is the most common practice at Descon. Moreover; the reporting time is also
specified within which the candidate should contact the HR Department.
After job has been posted, the candidates who are interested contact the HR
Department via mail, telephone or face to face. The candidates will include
• People working within the same branch of Descon.
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HUMAN RESOURCE DEPARTMENT
In Descon recruitment refers to external recruitment only that is people are hired
from outside the firm. The recruitment process involves the following steps:
• Internal unavailability of appropriate personal
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HUMAN RESOURCE DEPARTMENT
2) Incharge Production
B.E/ M.E (Mechanical, Electrical) with 15-20 years of relevant experience. Able
to lead the multi-discipline project team and responsible for the overall
management of the project site to which assigned such that the contractual
requirements and obligations are fulfilled, in accordance with drawings and
specifications and all is completed within in safety goals set for construction,
within budget, and within schedule.
6) Incharge Fabrication
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HUMAN RESOURCE DEPARTMENT
B.E. Mechanical with more than 10-15 Years Experience in Site Engineering Oil
& gas field construction, refineries, and Storage terminals. Must have sound
Knowledge in plant Storage Tank Fabrication and erection and piping works.
7) Incharge Stores
8) Incharge (E&P)
B.E Mechanical having 5-7 years experience or DAE with 10-15 years experience
in maintenance of hydraulic and pneumatic systems of heavy equipments. They
should be able to lead a team of technical persons and having strong
communication skills. Computer knowledge shall be preferred.
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HUMAN RESOURCE DEPARTMENT
B.E Mechanical / Civil having 3-5 years of experience. Having Knowledge for
monitoring financial health of the project as compared to approved budget.
Prepares Quarterly Cost/Revenue forecasts.
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HUMAN RESOURCE DEPARTMENT
B.E / DAE Civil, having sound knowledge of related materials, specification and
testing.
B.E / B.Sc Mechanical / Civil / Electrical with 10 years experience. They must
have worked in same capacity in Mechanical construction Projects, Knowledge
on materials identification and handling.
The employee’s knowledge status and experience is based to do that job. The
Board of Directors selects the vertical promotion of employees who are eligible
for that. If the votes are more than opposition, they select for those employees as
executive level job for new or existing jobs. They give a chance of shareholders
also who are capable to do that job.
CHAPTER NO.5
TRAINING AND DEVELOPMENT
The unit of Training and Development performs several important functions for
the company, like orientation training, and the general Training and
Development.
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HUMAN RESOURCE DEPARTMENT
In designing the orientation program, the length of the program depends on the
employee for whom the program is conducted. If the employee has joined Descon
from some other country the program is very lengthy as he is not only to learn the
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HUMAN RESOURCE DEPARTMENT
culture of the organization but also the culture of the country as a whole. The
program usually includes
Hence, in this way the new employee is thoroughly acquainted with the Descon
culture and thus can perform his job effectively. Implementation of orientation
program at this step management simply implement the already design orientation
program effectiveness.
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HUMAN RESOURCE DEPARTMENT
different companies different persons are responsible for this but when we talk
about Descon manager gives orientation.
Training Policy
Training design
After the need assessment process is complete, the designing process starts to
train employees in systematic way.
Setting objectives
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HUMAN RESOURCE DEPARTMENT
The statement is not enough, so the whole lesson plan is prepared in which each
and every activity is written in this portion.
Selecting trainer/leader
The company select the trainer based on the training criteria, No. of employees
and their skill enhancement. If the No. of employees are less or any specific
criteria demands to train through the outside trainer, they outsource the training
program.
Preparing material
Descon mainly uses the following training and development methods are:
In-House Training is the most common method used at Descon. Under this bank
have two options;
On-the-Job Training:
Descon give the training to their employees on the job by hiring a trainer from
outside or from within the organization. But company selects the trainer very
carefully and only professionals individuals in field. Training In Institutes Within
The Country: If the trainees need training in a specific technical skill, which the
company cannot provide economically, it sends the employee to institutes where
they get the requited training. The trainee interacts with new people and can make
contacts for the organization.
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HUMAN RESOURCE DEPARTMENT
Employees are sending abroad for special training and development Program
conducted by the Descon Group. This training Program may be conducted in
other countries Dubai or anywhere else where the Descon exists.
After designing the program, the implementation process is playing Back Bone. If
all the process of designing is complete but the program doesn’t held due to
certain reasons, their will be loss of money, time and efficiency. So Descon’s
HRD convincing their executives to implement the program according to training
design will be benefit to the organization.
The evaluation design helps employees to set accurate base in which the criteria is
set.
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HUMAN RESOURCE DEPARTMENT
Interpreting Results
The results of evaluation criteria helps the Descon’s Engineering Company that
how well their training staff learn and enhance their abilities for future role. If one
person get full fledge train in this specific area of training, it is possible that he
may receive rewards like, increase in salary or Promotion. Because he is now the
precious asset of the organization and everyone wants to retain his precious asset.
Descon Has Specific institute (D.T.I) in the employees and especially technical
workers are trained and become company’s dynamic asset. These institutes have
capacity to train all types of technical works done in Pakistan and other places.
CHAPTER NO.6
PERFORMANCE MANAGEMENT
SYSTEM
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HUMAN RESOURCE DEPARTMENT
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HUMAN RESOURCE DEPARTMENT
Goal Setting
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HUMAN RESOURCE DEPARTMENT
Reward Program
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CHAPTER NO.7
Salaries
Designations
Like all other organizations Descon also
have specific grades and designations for
their employees that show the status, power
and responsibilities of job at work place.
These grades start from G-1 to G-9.
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HUMAN RESOURCE DEPARTMENT
Non-Monitory Rewards
Descon gives utmost importance to
compensation packages because this is the
most crucial factor for retaining key
employees. The amount of bonus and
increments depend on the profit so they
gives gratuity for those projects in which the
workers perform well and effects company’s
extra profit, then for each department.
Allowances
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HUMAN RESOURCE DEPARTMENT
CHAPTER
NO.8
INDUSTRY RELATION
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HUMAN RESOURCE DEPARTMENT
Fire extinguishers
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BIBLIOGRAP
Y
BOOKS:
WEBLIOGRAPHY:
• www.google.com
• www.citehr.com
• www.descon.com
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