training and development at descon

8/6/2019 Training and Development at DESCON

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Adeel Anwar - 101518

Muhammad Usman - 101519

Human Resource ManagementHuman Resource Management

Presented to:Presented to: MrMr SajidSajid AsgharAsghar RanaRana


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Introduction

SWOT Analysis

Human Resource Development Training and Development

Recommendation


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Company DESCON Engineering

DESign and CONstruction

Construction and Manufacturing

Set up in December 1977

First Pakistani MultinationalCompany Employs over 34000 Group of ventures

Project Management, EPC, Engineering,Manufacturing,Construction, Maintenance, SoftwareDevelopment, Mining,Chemicals and Trading.


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Services

EPC, Project Management, Engineering,

Construction, Maintenance and Manufacturing Locations

Worldwide

Pakistan, The UAE, Saudi Arabia, Qatar, Oman, Egyptand Afghanistan

National

Karachi, Lahore and Islamabad


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Joint Ventures

JGCCorporation - Japan, Enerflex Presson

Canada, and Eckrohr Kessel Germany. Clients

Sabic, Aramco, Adnoc, Borouge, Gasco, QatarPetroleum and WAPDA, NHA, OGDCL at home


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Vision To become a world class engineering,

manufacturing and construction companyoperating internationally Mission

"To provide our valued customers with cost

effective and reliable solutions in projectimplementation and be recognized as the leadingmanufacturer ofhigh quality equipment forplants."


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Competitors Habib Rafiq Limited

Rockmore PrivateL

imited Century Builders

Process Dynamics Engineering &ConstructionIndustry

AL

-EMARAT Real Estate &C

onstructionC

ompany SKAFS International (Pvt) Ltd

Al-Arz Estate & Developers

Pak Real Estate


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Strengths

A well designed and managed global conglomerate.

Diverse workforce coming from 5 different nationswith diverse knowledge and work patterns.

Highly professional environment. Defined andspecialized departments for each and every activity.

Proper and clear hierarchy and project wisedecentralization.

Highly professional hiring and recruitment.


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Weaknesses

Burden of work on the employees that makes

them feel tired and tensed Lack of internal collaboration within the

employees.

Less opportunities to the employees toparticipate in all the activities at corporate leveldue to the heavy burden of work

Employee retention issues


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Opportunities Can explore the markets of Malaysia and Africa for

its construction and engineering business. Can expand its business in the areas Baluchistan

and Gawadar

Can enter in the businesses of construction in real

estate/h

ousing societies business Can also venture into area of waste recycling

business whichwill also help it deal with its ownwaste dumping problems


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Threats

The energy crisis within the Pakistan

The economic crisis or recession results in changein the policies that could affect the organization

Any change in trade laws of foreign countrieswhere Descon is having its SBUs

The terrorism activities and law and orderconditions

International war invasion


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Core Functions

Recruitment & Selection

Compensation & Benefits Training & Development

Organizational Development


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Culture & Environment Diversity of skills, background, viewpoints and

experiences From around the world having over thirty five

different nationalities Hire the best, based on merit, skills, abilities No race, color, religion, gender, national origin and

any ethnic background. Encourage employees to maintain their work life

balance Strongly believe that giving maximum ease to

employees shapes up corporate culture


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Quality, Health, Safety and Environment(QHSE) at DESCON

DEL

understand th

e value ofh

uman life andsustainable development for healthy growth of acommunity.

Descons QHSE program ensures these goals by

exercising zero tolerance for errors in theimplementation of best Industrial QHSE practices.


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HRM Audit To try to answer such questions as:

Are the mission and strategy of the human resource

organization designed to match the business strategy ofthe Descon EngineeringCo.?

Does the design of the human resource organization

enhance its ability to accomplish its strategy?

Are the kinds of people who run the human resourcefunction good choices for the ongoing task?


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Human Resource Development Philosophy

Believe that team building is a unique strength in

our project management business. HR Development plays a vital role in team

building through internal career developmentplans and takes full advantage of lateral entrants


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Role of HR Development Manager Evaluator: Evaluation of the HRD programs

impacts and effects on organizational efficiency Management Specialist: Management of the

organizational learning system

Strategist: Responsible for long term planning

and integrating of HRD into th

e organization Marketing Specialist: Responsible for the

advancement of HRD within the organizationthroughwell defined and effective networks


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Activities Training needs analysis Career path development (Career Path for Engineers)

Succession planning Training calendar In-House training programs Training on various training institutions, Local and Overseas

Management Trainee andCadet Engineer Program

On-job coaching Employee counseling Internship management Event Management Long Service Awards (LSA)


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Descon Training Institute (DTI) Fresh graduates Project managers Departmental heads Technical staff Potential leaders

Vision of DTI To bring the institute to world class standard in

disseminating quality training and meeting thecompany manpower requirements & gearing theeconomic growth of the nation.


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Objectives of DTI

To promote study & application of professional

principles and practices To disseminate training for technical

advancement & technology

To exchange & share knowledge, research,

techniques, information and skills To cooperate & collaborate with local and

international institutions, bodies & agencies


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DTI: Internship Programs

Preparing and giving limit to exposure to future

potentialhuman resource Comprehensive 4-6 weeks internship program

every summer

For engineering as well as management students

The Interns are given exposure to actual systemsso that they can improvise theoretical knowledgelearnt at campus with real time practice


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DTI: FreshGraduate Training To meet future human resource needs by employing

fresh graduate engineers

Trained by making them understand vision, mission,goals, business processes, and policies of the company

Supported by eight full fledged and detailed-trainingmodules

Provides each individual an effective platform to gain

useful knowledge in the shortest possible time Management trainees hired as contractual employees

under a 3-year service bond with 1 year classroomtraining and 2-year fieldwork


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DTI: Orientation Program

History, policies, practices, rules and regulationsof the organization

An overview of the department, the employeejoints

An introduction to the work environment, co-

workers, superiors, and sub-ordinates. length of the program depends on the employee

for whom the program is conducted. i.e. local,foreigner


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Designer Head of HR Department

Training Specialists

Immediate Supervisor

Head of the Department in which the employee isselected

Orientation Program: Process Need determination for orientation program Designing of orientation program

Implementation of orientation program

Analysis of orientation programming and development


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Training and development Programs

To remove these weaknesses

All the training cost is incurred by the company Trainings are in-house or in other institutes

Training Need Assessment

Process period is lesser th

en six month

s Investigated strength and weakness of employees

Trainings decision are made through employees selfassessment, performance record, and questionnaire.


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Training Design After Need Assessment

Setting Objectives

Goal oriented and Specific Developing Lesson Plan

Activities of training

Selecting trainer/leader Internal / external trainer

Selecting program methods and techniques In-House training On-the-Job Training

ProgramConducted Abroad


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Rotation plan 18 months rotation program For Engineers

General trainings Project Management Training SupplyChain Management forCommercial Managers Proposal & Estimation C

ontracts Management HSE for Line Managers Finance for Non-Finance Managers HR for Line Managers Project Planning & Scheduling


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Criteria for training Evaluation

The impact of training is evaluated at the end of

th

e training by HR team The feedback and evaluation given by the trainer

The performance appraisal


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Career Advancement Management Evaluation Scheme (MES)

Career ladders of employees are developed andsuccession planning is done to identify futureleaders.

Fresh graduates are also developed as a potentialresource

Planned rotations

Mentorship.


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TrainingCDs should be provided including

reading material, videos, pictures and

diagrams. Database of the trainings imparted should be

prepared

Transfer of training should be emphasized

training and development at descon

Documents