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 WARIS ALI Ei10MBA079

 MUHAMMAD NASIR Ei10MBA090
 ALAF MUHAMMAD Ei10MBA110
 ABUBAKER SHAHBAZ Ei10MBA112
Waris Ali
Ei10MBA079
Presentation Strategy:

• Company Introduction, History & Information.
• Vision & Mission Statements.
• Various Aspects of Human Resource Management at DESCON.

 Job Description, Specification & Analysis
 Recruitment & Selection.
 Training & Development.
 Employees Service safety, Health & welfare.
 Manpower Planning.
 Salary Administration.
 Industrial Relation.
 System of Communication.
 Negotiation with Union.
 Terms & Conditions of Employment at DESCON.
INTRODUCTION
Descon started in a small one room office in Lahore. The
pioneers of the company came from a fertilizer plant. It was the
entrepreneurial spirit of four people who had a vision of
building a lasting institution prominent for its professionalism
and distinguished by the desire of creating a world-class
engineering powerhouse.
HISTORY
Descon was established in 1977 with 4 employees in Lahore
(Pakistan) providing engineering services to process plants,
today Descon is a major player in the region serving the oil and
gas, chemical, petrochemical, cement, power and infrastructure
sectors in Pakistan and the Middle East.
Company Information:
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.
“To become a world class engineering, manufacturing and
construction company operating internationally”
"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."
Mission Statement
Job Description, Specification & Analysis
Job Description
It is a list of job’s duties, responsibilities, reporting relationships, working
conditions and supervisory responsibilities.

Job Specification
A list of job’s “human requirements” that is, the requisite education, skills,
personality, and so on.

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.

Recruitment & Selection:

Stages of the Human Resource Engagement:

 Recruitment

 Selection

 Induction
Recruitment & Selection:

1. Recruitment Process at DESCON :

• Sources & Modes of Recruitment:
 Job Posting.
 Advertisement

• Job Analysis:
 Minimum Qualifications.
 Computer Skills (Essential for Management Employees)
 Previous Experience.


Recruitment & Selection:

2. Selection Process at DESCON

• Initial written Test

• Primary Interview

• Final Interview
Recruitment & Selection:

3. Induction Process at DESCON.

• Pre-employment medical test
• Offer Letter
• Joining Report
• Probation Period
• Confirmation Letter
• Resignation
• Termination or Dismissal
• Retirement
• Clearance Certificate
Recruitment & Selection:

3. Induction Process at Descon



• Pre-employment medical test

• Offer Letter

• Joining Report

• Probation Period

• Confirmation Letter
Muhammad Nasir
Ei10MBA090
Training & Development:

• Orientation Program
• Training to new Employees
• Performance Appraisal
• General Training
• Technical Training
• In-House Training
• Out-sourced Training
• Quality Audit Training
• Evaluation
Employees Service Safety, Health &
Welfare:

Employees - The Force Behind Our Business and Change.

• Activities in Safety Sector:
 Safety Education.
 Quiz contests regarding “Safety on Job”.

• Activities in Health Sector:
 Blood Screening Activities.
 Water Filtration Plant.
 First Aid Facilities.
Employees Service Safety, Health &
Welfare:


Employees - The Force Behind Our Business and Change.

• Activities in Welfare Sector:

 Maintaining Balance Between Work and Social Life.
(By issuing personal loans)
 General Education.
 Green Working Environment.
 Employee Benefits.
HR Philosophy
Based upon well being of company as well as the Employees
Most valuable Asset = Employees

DESCON associates must be committed to following principles:-

Accept total responsibility for the success of company's HR philosophy
Have thorough knowledge of HR philosophy & programs
Ensure consistent & fair interpretation of personnel policies
Exercise leadership by demonstrating
Integrity
Professionalism
Courage of their convictions
Concern for the feeling of others
Establish relationship to encourage 2-way communication
Accept & support decisions made
Apply the highest standards of ethics, integrity & honesty
Comply with company policy & procedures
Manpower Planning.
Manpower planning is a process which involves:

• Recognize how people develop.
• Identify the relationship between technical, functional and behavioral competencies
within DESCON.
• Identify various competency models and assessments.
• Recognize available tools and resources.

Steps for Manpower Planning at DESCON:

• Analysis of current Manpower situation.
• The creation of skill Inventory.
• The turnover problem & its overcome.

Alaf Muhammad
Ei10MBA110
Salary Administration.
• Pay Day: Salary payment is made typically around the 25th of the month.

• Deductions: Deductions from the employee’s salary account include:
 Company loan repayments.
 Income tax.
 Provident fund contribution/ EOBI deduction.

• Salary Advance:

Cases where a salary advance may be considered are as follows:

 Serious illness in the immediate family.
 Marriage in the immediate family.
 House building.
 Any serious emergency.

Salary Administration.
• Approval Process:

Factors which may be considered in deciding the approval are:

 Purpose of financial assistance and its urgency and
criticalness.

 Employee’s service period with the organization.

 Prior record, if exists, of the similar assistance.



Salary Administration.
Associates Benefits:

• Car/Motorcycle.
• Bonus.
• Gratuity.
• Provident Fund.
• Group Life Insurance.
• Health Insurance/Hospitalization Plan.
• Personal Accident.
• Compensatory Leave.
• Inconvenience Allowance.
• Personal Loan
Industrial Relation.
DESCON Culture:

• The management of DESCON ensures peaceful industrial
relations.

• Although workers are encouraged to suggest improvements but
they cannot implement them on their own, unless authorized to
do so.

• Workers and DESCON both try to promote and foster an
atmosphere of mutual trust, confidence, understanding and
cooperation.
Industrial Relation.
Right of DESCON :

• DESCON has the right to manage, control and use the property
of its enterprise and conduct its business in any manner
considered appropriate to it.

• DESCON has right to use the resources available to it including
Human Resource efficiently and effectively in the best interest
of the enterprise.

Industrial Relation.
Rights of the workers:

• It is the right of workers to work according to

 The jobs assigned .
Terms & conditions of the employment.

• Workers has inherent right to trade unionism and collective
bargaining and right to enjoy the benefits guaranteed to them.
Abubakar Shahbaz
Ei10MBA112
Systems of Communications.
In DESCON communication is a very important aspect of the Human Resource
Management.

Forms of communication in the work place:

• Business Letters.
• Memos.
• Presentations.
• Notices.
• Agendas.
• General Letters.
• Announcements.
• Meetings.
• Feedbacks.
• Policies.
• Group Discussions.
Systems of Communications.
It is the only thing which helps to connect the HR Management
Department with other departments, individuals and as well as with
independent groups.

Forms of communication in the Company:

Memos Research Articles
Letters Addressing
Declarations Manuals
Press Releases Notices
Campaigns
Staff Meetings
Annual General Meetings

Systems of Communications.
All employees are responsible ensuring that they are familiar with the company’s
rules on Acceptable and Unacceptable use of these resources.
Disciplinary Actions:

Disciplinary actions will consist of one or more of the following measures depending
on nature of offences:

• Verbal counseling.
• Written warning.
• Suspension from work.
• Withholding the employee’s increment or promotion for a specified period
not exceeding one year.
• Demotion.
• Removal from that function or position.
• Termination of employment.
Negotiation with Union.
In DESCON the workers, without distinction whatsoever, have the
right to form and join the union of their own choice within the
establishment or industry.

Role of Collective Bargaining Agent in Union:

• Collective Bargaining Agent communicates his views in writing to
the other party in the case of any dispute.

• By union negotiation process or collective bargaining, Management
deals with issues or dispute.

• The issues might be about wages, hours and working conditions.
Terms & Conditions of Employment.
Employment:

• Filling the Job Opening:

• Personal Details:

 Address.
 Bank Details.
 Beneficiaries.
 Contact.
 Qualifications.
 Past Experience.
 Date of Birth.
 NIC no.

• Total Remuneration:
Terms & Conditions of Employment.
Termination of the Employment:

The service of an employee may end for any one of the following reasons:

• Resignation.
• Retrenchment.
• Dismissal by the company.
• Desertion.
• On reaching retirement age.

The company reserves the right to reclaim all of its monies owed to the company by
an employee at the time of termination of employment, and all company property
must be returned prior to termination.
Terms & Conditions of Employment.
Resignation:

If an employee wants to terminate his/ her employment, then he/ she
must submit a written notice of resignation to his/ her manager.

The notice period is as follows:

• One month notice of payment of one month’s salary in lieu of notice.

• When necessary and practical, the factors contributing to employee’s
resignation will be discussed in an Exit Interview.
Thank you