Sep 10, 2023

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Products & Services PIPING SYSTEM: - Process Piping Re nery &

Petrochemical Piping Boiler Integral Piping Gas Turbine Piping Steam

Turbine Piping HRSG Piping Gas Compressor Piping Super Heaters and

Economizers Steam Distribution Headers BOP Piping Induction Bends

PIPE FITTING:- Butt Weld Fittings Socket Weld Fittings Shape Elbows

Tees Reducers End Caps O Lets Bends Couplings Swages Plugs

PIPING ENGINEERING:- Pre - Bid Engineering Basic Engineering

Detailed Engineering Layout Engineering Stress Analysis As-built

Drawings PRODUCT SPECIFICATION PIPE Grade Diameter Wall Thickness

Construction ALLOY STEELS ASTM A335 P92 1/2 " TO 64" Up to 120 MM

Seamless or Welded ASTM A335 P91 ASTM A335 P22 ASTM A335 P11 ASTM

A335 P91 ASTM A335 P5 STAINLESS STEELS ASTM A312 TP 304 / 304L 1/2 " TO

64" Up to 120 MM Seamless or Welded ASTM A312 TP 316 / 316L ASTM A312

TP 321 / 321H ASTM A312 TP 347 / 347H CARBON STEELS ASTM A106 Gr B / C

1/2 "

TO 64" Up to 120 MM Seamless or Welded ASTM A53 Gr B / C LOW ALLOY

STEEL ASTM WB 36 1/2 " TO 64" Up to 120 MM Seamless or Welded Capacity &

resource availability :- Work Area Capacity Welding Dia. Inch 6,750+ Daily

Average Piping Spools (Finished) 250+ Daily Average Containers (Shipped)

200+ Monthly Average Resource Availability Numbers Production/ Welding

Engineers 50+ Project Engineers 20+ QA / QC Engineers 50+ With 50,000 Sq.

Mtr covered area, DEE is capable of executing over 175,000 Weld Dia Inch in

one month Shop Fabrication Facility at a glance World class and

technologically advanced Fabrication Workshop • Manufacturing capacity

with sizes up to 48 inches and wall thickness up to 120 mm. • Equipped with

100+ welding stations to carry out manual as well as mechanized welding i.e.

Robotic welding, BUG-O system, Orbital GTAW, GTAW (Manual &

Semiautomatic with CWF), SMAW, SAW, MCAW, FCAW, GMAW processes. •

Automatic GMAW welding system, make Magnatech, USA model 609A

PIPELINER. • Fully Automated Robotic Welding Station with FANUC and

Lincoln welding system, USA. • Orbital TIG welding station, make Magnatech,

USA. • • Plasma Welding System, make Migatronics, Denmark under

Establishment. • Elbow-Jigs for Critical Spool machine Welding, make LJ

Welding, Canada. • 3D-CMM Semi-Automated System from MLTECH,UK for

Critical Piping spool measurement (Under trial). • Latest Production line

system for safe, accurate and timely production. Job Analysis is a well -

used tool in today’s society and has many different ways of using
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them. These ways of using them are talked about by many

people, and are used all over the world today. Job Analysis are

briefly defined as a way to show individuals what their job duties

are and how to go about doing their job the way the company

wants a job to be done. They are also a means of keeping

company’s out of court of discrimination lawsuits, because they are

binding by the laws. Job Analysis are also a tool to use for

companies, so coworkers cannot say this is not my job so why

should I have to do it. Job Analysis is also very detailed in many

ways and has to be written very well or a company should not

have this tool. Job Analysis are written for those people that are

not knowledgeable in what their position entail. This enables them to

successfully perform their job. They tell one what jobs are being. They

fit together and how they compare in relation to salary .

Job classifications and salary administrations are also tied to job

Analysis. The job analysis is limited to open own inventiveness. Job

Analysis are one of the major parts of the Human Resource

System being used today. The importance of job Analysis is that

they are legally binding and tells exactly what will be expected.

BASIC NATURE

Job Analysis typically describes what an employee is doing, and

how is supposed to be done. They also describe different position

through the company with ways the job is to be done. This could

affect the result of studies because of race, gender or age. The job

gives a statement of functions, this specifies the employee’s

position title and whom they will be reporting to. There is also a

brief Analysis of duties that are expected by the company and the size of

it. One of the main things in certain job Analysis is specification. This

provides an outline of what is need to receive a particular job (i.e.

Educational level, computer experience etc.) when decide to make

these job Analysis one must thinks of ways to score employees

on certain tasks. If one decides to use a paper and a pencil, a

job attitude scale would not make a difference.

IMPORTANCE

Job Analysis is important in many different ways:

• First, it explains the way employees need to perform to do their

job effectively.

• Second, is how the managers supervise the employees and how

the administrative staff supervise the managers they are above.

• Third, job Analysis help all employees to understand how to

perform their job in a perfected way by the company.

• Fourth, they are legally binding if done properly this would let

companies save millions of dollars annually from discrimination

lawsuits.

• Fifth and finally, it keeps employees from saying “this is not in

my job duties so why should I have to do it.”

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 Job Analysis are very important to the company and employees

not only to keep the employees busy at all the times, but also to

give brief Analysis of how jobs need to be done so they are done

right and also keep the companies out of court.

Many employers may wonder whether it is worth the time and

effort to develop and maintain job Analysis. They may consider

the task too daunting, may have decided that they should have

job Analysis by never seem to make it a priority, or they may not

even know where to start or why should they bother. There are a

variety of ways well-written job Analysis can assist an employer.

Therefore, it is important that employers of all sizes allocate the

resources necessary to ensure that accurate, current job Analysis

are in place for all positions.

Most human resources professionals agree that employers of all

sizes should invest the time and effort in developing and updating

these documents on a regular basis because well-written job

Analysis can serve as a valuable tool for a employers in the

recruitment, selection These tools have little value, however, if

they do not accurately reflects a job duties, responsibilities and

qualification.

GOALS OF JOB ANALYSIS

If a Analysis is made incorrectly, the rest of the work will be

useless. This may be simple or complex depending on the

position. Job Analysis are generally stated in a broad term and

have a certain goals & purpose.

• The goal of a job Analysis is to provide employees with the

most clear cut Analysis of their jobs.

• They also help employees to understand what their duties,

specifications, and relationship to certain jobs.

• The purpose is to keep the employees understanding what their

job entails and how to go about getting it done.

• In such perceptions daycares have had a hard time getting both

sides to agree on certain job Ana another. This is another reason

why job Analysis have to be written with agreement of the

employer and the employee.

FUNCTIONS

Essential functions are the items that are the core of the position.

These should the most basic functions of the positions that are

required to accomplish the position, tasks, or functions that are

fundamental to the position. They should be functions that are

actually required too accomplish the primary goals of the position.

A good way to see if something is essential is to ask the

following questions:

• If one removes the functions would that fundamentally change

the position?

• Are there a limited number of other employees that can perform

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this function?

• How often will the function be performed?

• How much time will be spent on the functions?

• What are the consequences if the function is not performed?

Consider the importance if each of these function, and then

concentrate on what the company wants to be accomplished and

not how they want it to be accomplished. If possible, allow room

in the job Analysis for free activity in how the job tasks are

accomplished. Allowing room in the Analysis makes it easier for

the company to make changes as new and improved technologies

make things better.

Secondary functions are carried out, but do not really changes a

person’s job position. Some secondary functions are the following:

• Make a friendly environment for employees in the office.

• Celebrating things together to create family atmosphere.

• There may be some duties that may essential or for ether.

JOB ANALYSIS PURPOSES AND USES

Job Analysis can be used for a variety of purposes, including :-

• COMPENSATION: Accurate job Analysis provide a basis for

classification of position into the organization’s compensation

system.

• PERFORMANCE EVALUATION

Job Analysis serve as a basis for job specific performance

standards for each position. Performance standards should flow

directly from job Analysis, telling what each job accomplishes and

what meets performance expectations for each duty. If employees

know what is expected and what constitutes good performance,

they are more likely to perform satisfactorily.

• RECRUITMENT AND SELECTION

Because job Analysis contain information regarding training

education and experience requirements, they are important in

selecting competent, qualified employees. Written qualifications are

of value in assessing whether candidates have appropriate skills

and knowledge based on education, training and experience to

perform the job, and they help to determine what additional

training may be required. And for internal promotion purposes well

written job Analysis provide employees with specific information

about promotional opportunities.

• TRAINING AND ORIENTATION

Job Analysis can serve as a good starting point for developing

an orientation plan for new employees. They communicate to

employees the major tasks of a job which is important because it

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is difficult for new employees to perform well if they are confused

about their duties and responsibilities.

• Current job Analysis provide the basic details necessary for an

internal audit, including what job exists, reporting relationship, and

how many jobs and positions are currently present.

LEGAL COMPLIANCE / DEFENCE

• Job Analysis and job analysis can be of assistance in

determining compliance with governable regulations and in

defending actions based on employee relationships. Employers should

keep in mind, however, that job Analysis are valid only to the

extent that they accurately reflects job content.

• Only by trying requirements to specific job factors can an

employer defend employment practices as job related and a

business necessity.

NEED / REQUIREMENT OF JOB ANALYSIS

All posts that are to be advertised must have an up to date job

Analysis, which is an accurate reflection of the post the

department is seeking to fill. The job Analysis should reflect the

current requirements and should not contain duties and

responsibilities that could only be carried out by the previous

incumbent ( i.e. after a period of experience unique to the

department or University).

Job Analysis are required for the following reasons:

• To clarify what the post-holder is required to do.

• To provide information from which the person Specification

criteria can be drawn up.

• To inform applicants about the post and to provide information

required for recruitment purposes.

• To form the basic for the employment relationship.

• To provide a reference document for performance review and to

assist with the setting of targets for their probation period.

• To define the place of the post in the organization and clarify

for post holders and others the contribution the post makes to

achieving organizational and departmental objectives.

CONTENT OF JOB ANALYSIS

• Post title and department

• Background to the post

• Purpose / Objective of the post

• Main duties and responsibilities

• Key relationships

• Special requirement

POSITION ANALYSIS

A position Analysis describes the major areas of an employee’s

position. good job Analysis begins with a careful analysis of the

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important facts about a position such as the individual tasks

involved, the method used to complete the task , the purpose and

responsibilities of the position, the relationship of the position to

other position, and the qualifications needed for the position.

Its important to make a position Analysis practical by

keeping it dynamic, functional and current. Don’t get stuck with an

inflexible job Analysis! A poor position Analysis will keep you and

your employees from trying anything new and learning how to

perform their job more productivity. A well written practical position

Analysis will help you avoid hearing a refusal to carry out a

relevant assignment because “ it isn’t in my position department”.

Realistically speaking, many jobs are subject to change

due either to personnel growth, organizational development, and / or

the evolution of new technologies. Flexible

job Analysis will encourage your employees to grow with in their

positions and learn how to make larger contributions to your

company. For example : Is your office manager stuck “routinely

ordering office supplies for the company and keeping the storage

closet well stocked” or is she / he developing and implementing a

system of ordering office supplies that promotes cost savings and

efficiency with in the organization?

When writing a position Analysis, keep in mind that the

position Analysis will serve as a major basis for outlining job

training or conducting future job evaluations.

The position Analysis outlines the main duties and responsibilities

of the post and the person specification identifies the requirements

to carry out the duties of the post successfully. Together they

provide a set of criteria against which applicants can be assessed

both at the short listing stage and selection process stage thereby

making the whole recruitment process more efficient and ensuring

good practice with regard to equal opportunities (and lessening the

chances of discrimination occurring).

USEFULNESS OF POSITION ANALYSIS

Although written position Analysis are helpful in keeping

management practices consistent with laws, they are not required

by any state or federal rules. Probably the most substantial

benefits of job Analysis are realized through better management

decisions and employers – employee relations apart from legal

concerns. Well – prepared job Analysis embody information that can

be useful in all the classical functions of management : planning,

organization, staffing, leading and controlling. The job Analysis is a

practical, relatively simple tool that supports personnel management

and employee communications every day. Written position Analysis

are helpful particularly in Job announcements based on written

position Analysis that clearly outline functions and requirements

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give potential candidates a reasonable basis for deciding whether

or not to apply and they tend to attract a more suitable pool.

 SELECTION AND HIRING

In identifying the abilities and knowledge needed to perform a job,

the position Analysis helps supervisors and others who hire to

focus on job relevant criteria when choosing from the applicants.

 WAGE AND SALARY ADMINISTRATION

Setting a pay rate in relation to other jobs within the company

and similar jobs in other companies requires more of a basis for

comparison than job title alone. The position Analysis provides it

• ORIENTATION

Guided by a job Analysis, supervisors can better anticipate what

employees new to the company or the job need to know and help

them minimize adjustment time. Employees can learn about their

responsibilities both directly from a written position Analysis and

by asking questions when reading the Analysis.

PERFORMANCE APPRAISAL AND EMPLOYEE DEVELOPMENT

The statement of duties in a position Analysis is the foundation

for evaluating employees with respect to actual performance

dimensions rather than personal attributes or traits. It put the

discussion of an employee’s capabilities, talents, strength and

advancement aspirations into the context of the current job and

other opportunities within the company. Position Analysis may also

be used to inform employees of typical promotional sequence and

requirement.

SYNOPSIS OF THE STUDY

Job Analysis are briefly defined as a way to show individuals what

their job duties are, and how to go about doing their job the way

the company wants a job to be done. They are also a means of

keeping company’s out of court for discrimination lawsuits, because

they are binding by the laws. Job Analysis are also a tool to use

for companies so coworkers cannot say this is not my job so why

should I have to do it. Job Analysis is also very detailed in many

ways and has to be written very well or a company should not

have this tool.

SIGNIFICANCE OF THE STUDY

Most human resources professionals agree that employers of all

sizes should invest the time and effort in developing and updating

these documents on a regular basis, because well written job

Analysis can serve as a valuable tool for employers in the

recruitment, selection, compensation, orientation, training and

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evaluation of employees. These tool have little value, however, if

they do not accurately reflects a job duties, responsibilities and

qualificationsCHAPTER – 3

RESEARCH METHODOLO RESEARCH METHODOLOGY

Meaning of Research

“Research is a systematized effort to gain new knowledge.” It is a

systematic study consisting of a problem formulating a hypothesis

collecting the facts and data, analyzing the facts and reaching for certain

conclusions, which can be in the form of either solution towards a

problem.

Meaning of Methodology

In terms of their training methods and development process, research

methodology has been defined for the study.

Thus, Research Methodology is a way to systematically solve the

problem. The main steps involved in the research process are:

• Defining the Research Problem

• Review of the related Literature

• Formulation of Hypothesis

• Research Design

• Collection of Data

• Analysis of Data

• Interpretation & Report

Research and experimental development is creative work undertaken

systematically to increase the stock of knowledge, including knowledge

of humanity, culture and society, and the use of this stock of knowledge

to devise new applications (OECD (2002) Frascati Manual: proposed

standard practice for surveys on research and experimental

development, 6th edition. It is used to establish or confirm facts, reaffirm

the results of previous work, solve new or existing problems, support

theorems, or develop new theories. A research project may also be an

expansion on past work in the field. To test the validity of instruments,

procedures, or experiments, research may replicate elements of prior

projects, or the project as a whole. The primary purposes of basic

research (as opposed to applied research) are documentation,

discovery, interpretation, or the research and development of methods

and systems for the advancement of human knowledge.

TYPES OF RESEARCH

The basic types of research are as follows:

Descriptive vs. Analytical

Descriptive research includes survey and fact finding enquires of

different kinds. In analytical research, on the other hand, the researcher

has to use facts or information already available, and analysis these to

make a critical evaluation of the material.

Applied vs. Fundamental

Research can either be applied or action Research or fundamental to

basic or pure research. Applied research aims at finding a solution for an

immediate problem facing a society or an business Organization

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whereas fundamental research mainly concerned with Generalizations

and with the formulation of the theory.

Quantitative vs. Qualitative

Quantitative research is based on the Measurement of quantity or

amount. It is applicable to phenomena that can be expressed in terms of

quantity. Qualitative research, on the other hand, is concerned with

qualitative phenomena, i.e. phenomena.

Conceptual vs. Empirical

Conceptual research is that related to some ideas or theory. It is

generally used by philosophers and thinkers to develop new concept or

to reinterpret existing ones.

Some other types of researches

All other type of research are variations of one or more of the above

stated approaches, based on either the purpose of research or the time

required to accomplish research, on the environment in which research

is done or on the basis of some other similar factors.

I have selected in the study of conceptual research.

METHODS OF DATA COLLECTION

Primary as well as secondary source of the data collection were used for

the study of Dee Development Engineers Ltd. on the consumer

response.

Data collection method

Both primary and secondary data were collected to meet the objective.

Primary data

Primary data is data that has not been previously published, i.e. the data

is derived from a new or original research study and collected at the

source, e.g., in marketing, it is information that is obtained directly from

first-hand sources by means of surveys, observation or experimentation.

Primary data collection methods

In primary data collection, you collect the data yourself using methods

such as interviews and questionnaires. The key point here is that the

data you collect is unique to you and your research and, until you

publish, no one else has access to it. There are many methods of

collecting primary data and the main methods include:

• questionnaires

• interviews

Questionnaires

Questionnaires are a popular means of collecting data, but are difficult to

design and often require many rewrites before an acceptable

questionnaire is produced.

Advantages

• Can cover a large number of people or organizations.

• Wide geographic coverage.

• Relatively cheap.

• No prior arrangements are needed.

• Respondent can consider responses.

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• No interviewer bias.

Disadvantages

• Design problems.

• Questions have to be relatively simple.

• Require a return deadline.

Interviews

Interviewing is a technique that is primarily used to gain an

understanding of the underlying reasons and motivations for people’s

attitudes, preferences or behavior. Interviews can be undertaken on a

personal one-to-one basis or in a group. They can be conducted at work,

at home, in the street or in a shopping Centre, or some other agreed

location.

Advantages

• Good response rate.

• Completed and immediate.

• Interviewer in control and can give help if there is a problem.

• Can investigate motives and feelings.

Disadvantages

• Need to set up interviews.

• Time consuming.

• Geographic limitations.

• Can be expensive.

• Normally need a set of questions.• PWHT by furnace and loh Resistance

coils (make Globe Heat,U), Induction

Heating method through Miller, USA (Microprocessor based) • RT Enclosures

approved by Local Competent Authority. • In house Non-destructive facilities

like RT/MPT/UT/LPT/VT Computerized Radiography & Phased Array. • Fully

equipped NABL accredited testing laboratory • Surface Treatment facilities –

Shot blasting, Chemical cleaning Pickling and Painting • Separate fabrication

shops for Stainless Steel material. Pipe Fitting: Facility at a glance One of the

Best Fitting Workshop in Industry Manufacturing capacity with size up to

56” and wall thickness up to 140 mm. Hot Pushing Mandrel Elbow Forming

Automatic M/c having capacity to form Elbows from 8 to 28 inch & thickness

up to 50 mm Hydroforming Machine for Tee up to 18” Cold Forming

Machines of different sizes for Elbow production complemented with 3 Edge

Preparation machines Hydraulic Presses ranging from 750 MT to 3000 MT

for manufacturing of Pipe Fittings Hot forming section equipped with 2

furnaces and 4 hydraulic presses with over 20 lathes and other related

machinery Pipe Cutting Section having capability up to 52” with add on

capacity of up to 28” from automated machinery Semi-automated Shot

Blasting machines for tting Project References - Oil & Gas (Partial List)

Project Name Capacity Country Customer MT Piping System Lagos OKLNG

Free Trade Zone Integrated Re nery/Petrochemical and Fertilizer Complex

400,000 BPD Nigeria Dangote 19000 Oil & Gas (Process Piping) Suncor Fort

Hills Bitumen Project 180,000 BPD Canada Fluor 5264 Utilities and Offshore

Piping Sasol Lake charles chemical Project 96,000 BPD USA Fluor 2000 Oil &

Gas (LNG piping) Encana Cutbank Ridge Project 600 MCF Canada Fluor 1650

Oil & Gas (LNG piping) Water Technology Development Centre Canada Fluor
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120 Process Piping Pipe Racks Modular Penex Unit India UOP (Honeywell) 280

Modular Piping Neot Hovav ‐ Ashalim Gas Pipeline 250 MW Israel Negev

Natural Gas Limited 11 Induction Pipe Bends Axens Adsorbent Tower Saudi

Arabia Hitachi Zosen Corporation 63 Adsorbent Tower Piping Jamnagar Oil &

Gas Project 9X500 TPH India RIL 18 Riser Down Comer & Integral Piping Our

Valued Customers – Oil & Gas Supply Chain DEE has direct relationships with

leading pipe mills and distributors across the globe and thus has the ability to

easily support suppliers’s inclusion \ exclusion \ preferred suppliers Case Study

– Oil & Gas Major Piping Order from Dangote Group (Nigeria) Project : Lagos

OKLNG Free Trade Zone integrated Re nery/ Petrochemical and Fertilizer

Complex Capacity : 400,000 BPD Client & location : Dangote group, Nigeria

PMC : Engineers India limited Project description : The project involves the

construction of an oil re nery, petrochemical complex, a fertilizer plant, and a

gas pipeline on 2,700ha land at the OKLNG Free Trade Zone in Lagos, Nigeria.

DEE scope : DEE will execute process piping for dangote group, the project

will begin from April 2017 annd a total of 19000 MT of shop fabricated spools

with a total inch-dia of 315000. The pipe sizes range up to maximum 60 inch

in diameter. S.No. Material MT 1 Carbon Steel 15100 2 Alloy Steel – P11/ P22 200

3 Alloy Steel – P 91 2800 4 Stainless Steel 900 5 Total 19000 Case Study –

Power

Sources

0.5% Plagiarized

ATUL KRISHAN BANSAL - DIN - 02216008 Pro le Page

https://www.99corporates.com/DirectorCompanyList/DIN/02216008

1% Plagiarized

Dee Horizon by Kanika Bansal

1.5% Plagiarized
https://issuu.com/kanikabansal8/docs/dee_horizon_magazine

DEE MagazineR | PDF | Milky Way | Speed Of Light

https://www.scribd.com/document/411695043/DEE-MagazineR

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1.% Plagiarized

Industrial Ergonomics Flashcards

h ttp s:/ /qu iz le t.co m/ 55 0 96 40 88 /i ndu str ial -e rg on om ics- ash- card s/
4% Plagiarized

Tesco Case Study - Recruitment and Selection

https://www.otherpapers.com/essay/Tesco-Case-Study-Recruitment-and- Select

ion/9312.html

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