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MMMaaannnaaagggeeemmmeeennntttSubmitted TO:
Zafar-uz-Zaman Anjum
SubmittedBy:
Group Name: Advance
Group Leader: MUHAMMAD ADNAN ASLAM (154)
RASHID ALI AKBAR (192)
RANA ALI (112)
ADEEL AKRAM (108)
SEHRISH KHAN (206)
IQRA MUKHTAR KHAN (137)
RABIA GHULAM NABI (190)
Company Name: DESCON ENGINEERING
COMSATS INSTITUTE OFINFORMATION AND
TECHNOLOGY
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INDEX
Acknowledgement.................................................................................................... 3
Executive summary. 4
Descon profile. 5
Client of Descon 6
Role of HR department in descon.. 7
HR Planning 7
Recruitment ............................................................................................ 8
Selection 9
Orientation process. 10
Job analysis 10
Job specification.. 10
Job description. 10
Job design. 12
Techniques of job design in descon.. 12
Performance appraisal. 13
Performance appraisal techniques in Descon. 13
Reward and benefits.................................................................... 15
Rewards in Descon.................................................................... 15
Recommendation 16Snaps of meeting 17
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Acknowledgement
We are grateful to Allah Almighty who bless us with many blessings and qualities. I would like to express
my gratitude to all those who gave me the possibility to complete this project. I want to thank Sir Zafar-
uz-zaman who give us such an opportunity to make this project in such a way to polish ourselves.
Corporation of Mr. Fehad Mehmood HR manager of Descon engineering who benefited us from his
precious knowledge is also very respected.We are also thankful to Mr. Imran Aslam who arranged a
meeting with H.R manager of Descon.
I wish to thank all those who helped me in this work. Without them, I could not have completed this
project.
y Rashid: For his advice about this project and typing skills:y Ali , Sehrish and Rabia for their fruitful ideas:y Iqra: For his editing skills:y Adeel: For making slides :
We are also thankful to our parents who gave us moral support and encouragement.
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Executive summary
This project is made on Descons H.R department in such a way that;
y How the HR department plan and work there:y how they advertise the job vacancies:y how they recruit:y how they took interview :y how they select the candidates:y how they train them:
. Descon engineering has an effective Human Resource department, which operates to
increase the existing skills of the people who are already working or newly coming in the
organization. In order to achieve its objectives in a more efficient and effective manner. First
they recruit the potential candidates and train them and then they promote to abroad for their
project especially in gulf countries. Descon really facilitate their employees in order to achieve
the goal efficiently. Descon has a plus point that they set their goals by mutually understanding
or coordination. Descon use all type of job design techniques but Descon prefer to job
specialization technique as due to technical work.
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Descon Engineering Limited
PROFILE OF DESCON
Descon Engineering is a multi-dimensional engineering, construction and
manufacturing company operating in Pakistan and the Middle East. It is well known and well
reputed Engineering organization in all over the world especially in gulf countries. This is a listed
company and has more than 5 branches all over the gulf. The founder of Descon is MR. ABDULRAZAQ DAWOOD. Descon established in 1977 but at time it is under the DAWOOD group.
Fristly it is a construction company and construct the buildings and roads but after some time it
start working on engineering .The main projects that was constructed by the Descon are as
under
y M1 motorway Islamabad to peshawar:y Expansion work on mangla dam:
Dscon also provide services in the following fields;
y Piping plans and designsy Fire Alarm Systemsy Heat Tracing Systemsy Underground Services for Plantsy Industrial Facilities and Process Buildingsy Highways
In 1983 Descon started work as individually as a registered organization. Descon has
34000 working employees and 3000 administrative employees.
Descon also look after their employees very well. As Descon provide free health facilitiesand also transport facility. These kind of facilities really motivate the employees and then the
employees show quality work. This factor plays a very vital role in the progress of any organization.
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The vision of Descon is to become world class engineering, manufacturing and Construction
Company operating internationally. The mission of Descon is to provide their valued customers with
cost effective and reliable solutions in project implementation and be recognized as the leading
manufacturer in the manufacturing field.
CLIENT OF DESCON
The major clients of Descon are as follows in the Pakistan:
y OIL AND GAS COMPANY LTD. (OGDCL)y PAKISTAN STATE OIL (PSO)y NATIONAL FERTILIZER CORP. (NFC)y PAKISTAN REFINERY LTD. (PRL)y PAKISTAN STEEL MILLy KARACHI ELECTRIC SUPPLY COMPANY (KESC)y FAUJI FOUNDATION (FFC, FJFC)y ASKARI CEMENTy LEVER BROTHERSy PACKAGESy NESTLE MILKPAK
Major Sectors ofDescon Ltd:
The major sectors in which Descon deals are;
y Cement:y Oil and Gas:y Power:y Fertilizers:y Petro chemicals:y Infrastructure:
Human resource department of Descon engineering is working very well. It is there main
strength. HR department recruit the potential candidates and then polish them to get the desired result
from them. Descon engineering one of the leeding engineering firm in the Pakistan. So in this project we
are going to know that how HR department of the Descon engineering works.
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ROLE OF HUMAN RESOURCE DEPARTMENT IN DESCON
Organization becomes from peoples, goals, and resources. Important element of the
organization is people/humans. Manger job is to polish the worker or people on the job or outside the
job for the getting there desired level of productivity. Management devolved people through work.
HR play vital role in Descon like in other organization in the world. HR major role in the Descon is
as under:
y Strategic partner:Strategy means way to how to achieve the objective and the desired goals. HR department play vital role
in the strategic partnership in Descon. It is major role of HR. HR department hire and recruit the
potential candidate for the project which works efficiently and effectively.
y Functional role of HR:Functional role of HR means the HR department implement all the strategies on the line management.
In Descon HR department implement stratigies of top line management on the low level management.
Descon is a engineering company so the employee on the low level is technical staff so they cant know
the how know of the project so the HR department implement all stratigies made by the top level
management.
y Administrative efficiency:In administrative efficiency HR department keep the record of all employees of the firm.IN Descon HR
department keep the full record of the employees that work in Descon. HR department keeps the record
of each employee either he is permanent or the projct base employee.
Along above main function HR department also perform these function as well. Which are as
follows:
HR PLANNING
It is the duty of human resource department to plan for the Right no of people, Right people, at
the right time at the job. HR department plans according to the future need of the organization. HR play
vital role in the the achieving organization goal by selecting right people at right time and the right no of
people. In Descon it is the basic function of HR department to select right people at right time for right
job for achieving the Descon goals or objects.
HR department define the mission of Descon towards the employee that whats the
organization wants to do or whats the organization wants to achieve in few years or coming years.
mission means why the organization exists, what the organization wants to do, in Descon HR
department define every thing to the employees.
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RECRIUTMENT
Recruitment means appointment of people for the job. It is the basic function of HR department
to recruit the potential candidate and then trained them according to assessed needs. Recruitment is
not wholly function of HR. All the department of the organization also participate in the process of
recruitment. In recruitment these two steps are involves:
y Identifying the HR needs:y Attract the potential candidate:
RECRIUTMENT IN DESCON:
Descon is a engineering company so the recruitment process in it is very complicated. HR
department hire the technical staff so a lot of steps required for the recruitment. These steps are as
under:
First step is the need identification; in this step HR department identify the need of technical
staff and the admin staff for the project. Company works on the projects so the employees requirement
is different from project to project. When the HR department identifies the needs then it takes the
second step.
In second step HR department attract the potential candidates toward the Descon. HR
department properly advertised the vacant post in the newspaper. The Descon make attractive add with
a object to hiring the potential candidate. The add by Descon is favorable to the applicant. Descon
provides equal employment opportunities to the peoples.
HR department of Descon focus to publish the vacant post in the newspaper because they think
that it show the company strength. If add is published on the front page then there impact or image is
good in the mind of compotators. HR department try to attract the potential candidate by making an
attractive add. Descon thinks if they just only attract the candidates then 50% of the job is done.
Descon offer equal employment opportunities. There is no discrimination in the administrative
job but in the technical job Descon preffer to offered job a men.
Descon company follow the rule of ethics which are made the CHARTED INSITUTE OF PERSONAL
DEPARTMENT. In it all the code of ethics are written. Descon follows the rules. Desco properly
acknowledge the potential candidate and keep the information of candidate must secret. whencandidate apply for the job the HR department properly inform the candidate.
Descon engineering use only external recruitment. Because they want to use the young and
creative minds in their projects. In external recruitment the candidates are hired outside the firm so
Descon engineering use only external recruitment.
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SELECTION
Selection process is start after the advertisement. After the advertisement Descon receive the
C.Vs from the applicant. Descon use following steps in selection process
y Screening:y Short listing:y Educational tests:y Technical interview:y HR interview:y Back ground investigation:y Medical check up:y Call latter:
In first step of selection process the Descon screen the received C.Vs. The criteria define by the
Descon if some C.Vs are not fulfill the requirement then these C.Vs are rejected at the first step. Afterrejection Descon inform rejected applicants.
In second step Descon engineering short list the potential candidates on the given criteria. if the
Descon hired the human resource for a new project and the experience is required. If any applicant have
no experience then rejected.
In third step Descon engineering takes the educational test of the applicants if applicants are
fresh graduate. Descon define the passing criteria for this test.
If Descon is hiring technical staff then Descon conduct the technical interview of applicants. If
the applicant passes the technical interview then he will be call for HR interview.
The main step in the selection process is HR interview conduct by the HR department. In this
interview the HR department gets full information from the applicant. And in this interview Descon
decides that either the recruit the person or not. Descon conduct the panel interview for the selection.
Minimum three person are in interview that take the interview.
If the HR department recruits the person then in next steps Descon get full background
information of the applicant. And verified the information of recruited person from his references. If
there is any doubt about the applicant then the Descon have right to reject the applicant.
HR department of descon also conduct the medical check up of the applicant and if theapplicant is not madically fit then the Descon have right to reject the person or the applicant.
If candidate can pass all the stages of selection process then HR department issued the call
latter to the selected candidate. And fix the remuneration with mutual coordination of selected
candidate.
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ORIENTATION PROCESS
When the selection is over the first work done by organization is socialization or the orientation
of new employee with the existing employees. After the selection process the orientation process of
new employee is starts. Orientation means interaction of new employee with the current employees.
The main object behind the orientation of new employee is as under
y Reduce the anxiety:y Increase the employee productivity:y Reduce the turnover:
Socialization and orientation process is start in Descon at the pre arrival stage. Pre arrival stage
means when the new employee comes and join the firm. In the pre arrival stage the new employee have
its own perception according to his mind. Descon try to reduce or minimize the perception of new
employee by interacting him with the Descon environment.
When a new employees join the firm the the C E O of Descon address to them and try to reduce
the level of anxiety between the new employee and the existing employee. The new technical staff
visits their sites and HR department give all information about the running project to them.
Descon follow full formal culture of orientation of new employee if he is in top level of
management. Or the technical employee. If the new employee is not technical and admin employee
then it follows in formal culture.
The orientation process of technical employee is carry on for 30 to 45 days. Because they want
to interact their new employee with all of existing employee at the project.
JOB ANALYSIS
Over all job analysis contribute towards the organization efficiency.There are two main points in
job analysis which are given blow:
y Job description:y Job specification:
JOB DESCREPTION:
In job description company described all information related to job. Like nature of job, what
type of job, what type of authority employee have in job and to whom employee is answerable.
In Descon job description is very important document. Every thing related to the job is well
define. Every employee knows his job responsibility and he knows to whom he is answerable .Descon
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issued the document with the call letter or at the time of contract to the employee that it is your job
description. And if there is any change then Descon will inform you.
JOB SPECIFACTION
in job specification company specified all the required skills and knowledge that essential for the
job. Like education, ability for doing job, personal skills.
In Deson job specification is also important. It is a engineering company so it required highly
skilled person for job so Descon make the specimen that in which job nature what type of specification
required.
Descon published half of job specification requirements in recruitment adds for attracting more
potential candidates.
Descon use job analysis in different areas likes,
y Recruitment and selection:y Training and development:y Performance appraisal:y safety
In recruitment and selection job description and job specification Descon use to motivate or
attract the potential candidate and it is also use for short listing. Like job description is very important
tool to attract the potential candidate toward the Descon job.When all details about the job are written
that what type of authority you have in job and you have limited liability then more candidates are
attract towards job, in selection the most important tool for short listing is job specification, descon use
it short list the candidate and keep the potential candidate in the firm.
In training and development job description and job specification is use by Descon. Like in job
description it is described that what type of job he or she perform so Descon offer that type of training
to that particular employee. And if any employee has less knowledge and ability for his job then the
Desce on offer him or her to training according to the specifications.
In performance appraisal Descon use job specification and job description in a manner that if a
employee doing his job well and work more responsibly as compare to responsibility defines in job
description then he will be awarded more then other employee.
In safety Descon use job description in way that if employee work is more dangerous then
Descon provide more security to that employee and awarded more safety tools.
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JOB DESIGN
There are so many factors in the job that demotivate the employee. For the satisfaction of
employee jobs are design. Organizations try to raise productivity level by designing the job. Job means
work and design means how effectively and efficiently work is being done from employees .The main
purpose behind the job design to motivate the employee towards the job and get the desired
productivity level from them.
TECHNIQUES OF JOB DESIGEN IN DESCON:
There are so many techniques in the world to design the job some are traditional and some are
modern.
y Traditional techniques:y Job enrichment:y Job enlargement:
The main and important element and the strength of Descon is way of job design in descon. Job
enrichment and job enlargement is the modern way of job design. Descon Company is a basically
engineering company and the work of every employee is define in a task. Descon Company use all type
of job design techniques to design the job. Job specialization is a tradional way of job design. In job
specialization employee do a certain work in a certain task. Employee is expert in his work and he do his
work efficiently and effectively.
Descon Company works on different project in different sectors like power, fertilizer, oil and
gas sector. Descon works on project base so work of every employee is define in the task and the also
use the modern way of job design like task identity. The part of a of a work of a certain employee is
define that this part is done by this employee. Descon company also give autonomy in job. The
employee have descion power to make the descion but it is limited. Employee have limited descion
power on projct.
Descon company also use task significance method to design the job. In task significance
employee knows that his work is more important then other and his work has effect different people if
he do a wrong act. Employee perceived that his job have more significance and if he do a wrong act then
the other employees affected badly so he do his work efficiently and effectively.
Descon company also use the proper feed back process for the job of employee. Company get
feed back about the work of employee from the all person to whom he or she inrected. Company thinks
that feed back is very important component of the job. Company thinks that employee must know that
how he or she is doing the work. descon use continuous feed back in the job.
Descon company also use the job enrichment technique to use the job design. Company gave
flexible time hours to there administrators employee or the office work employees. Company timing is 9
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am to 6 pm .so if a employee comes 1 hours before the office timing the have right to leave the office 1
hour before.
If the companies follow the proper way of job design then they get the desired productivity
level and there desired objects. Descon is one of the leading engineering company in Pakistan and the all
over the world especially in the gulf countries. Descon company follow proper rules and regulation and
proper way of job design. It is there strength point and they do no compromise on their rules.
PERFORMANCE APPRAISAL
Performance appraisal is a function of HR department. HR department evaluate the employee
performance either he is performing good or bad. On that appraisal process company compensate the
employee with rewards and befits. If a employee is properly evaluated and then he should be
compensated then defiantly he will be motivated to the work or task and the he pay proper attention to
his work and his productivity level is raise and it is good for the company.
Descon Company follows proper appraisal process to evaluate the employee performance.
Firstly it established the performance stander with the mutual coordination of employee. In establishing
performance stander that employee perform the following duties. When the task is over then HR
department evaluate the performance by different techniques.
When the performance is evaluate then company compares employees actual performance with
stander thats are mutually set by descon or the employee of descon. If employees performance is lower
then the set stander then it is discussed with that particular employee. If he is performing well then heshould be compensated.
After all of above process the corrective actins are taken. If employee have any problem then try
to get rid of problem,, if the company standers are high the try to reduce the stander.
PERFORMANCE APPRASIAL TECHNIQUES:
There are so many techniques in the world that the company follows for the performance
appraisal. Like
y Critical incident method: Easy writing:y Check list appraisal: Adjective rating school:y Behaviorally anchored rating scale: Forced choice:
Descon engineering use the following techniques for the evaluating the performance of
employee:
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In single employee performance Descon company use:
y ADJECTIVE RATING SCALE:y MANAGEMENT BY OBJECTIVES (M.B.O)
ADJECTIVE RATING SCALE:
It is very old and popular method of performance appraisal. In this method some areas are
define that these areas are check for employees performance. Like quality of work, quantity of work,
dependability, descion power. All of above areas are define by employers that what is checked and what
is ignored.
When above areas are define by employer then level of areas are define like agree, disagree,
fair, strongly disagree:
Descon company is a engineering company so it use adjective rating scale. It define different
areas of work that these areas are checked at the end of the project. When a project is over then
company make a questionnaire and then these questionnaires are filled by other employees and the
other person to whom he or she is interacted. All the questions are relevant to his job and the areas that
is define by the Descon. After this company compensate the employee and the also issue the
appreciation certificate to that particulars employee.
MANAGEMENT BY OBJECTIVES:
Management by objective have two steps, which are as follows:
y Sets the objectives:y Performance review
Management sets realistic and reliable goals with the coordination of employees. After a certain
time period when Descon projects are over Descon review the performance of employee coordinately
with the employees. After evaluating the performance Descon compensate that particular employee.
In group comparison Descon use this technique for ranking the employees in group:
y Group orderin this method Descon company use to ranked the employee in group, that following are the top
% employee of the Descon. Company uses it that these % group work very best in this project. And
following % employees are the average in this project. After the project Descon compensate the
employees in group.
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REWARDS AND BENEFITS
Rewards and benefits means the remuneration and other awards from the employer or the
organization. By rewards and benefits the employee is highly motivated and employee pay proper
attention to his works and given task. Rewards and benefits have different types that are use for
motivation or compensating employee.
y Intrinsic rewards:y Extrinsic rewards:
Descon engineering compensates the employee after the above performance appraisal process.
Descon have a fair award system and use it after the completion of the project or task. Descon company
use both type of rewards for the compensating to employees. Descon Company use comprehensive
plans for the remuneration. The pay package of employee is annually reviewed by the top level
management. Descon pay rewards on performance base that allow employees to earn high level of
rewards and benefits.
In extrinsic rewards the Descon engineering pay heavy financial reward or non financial rewards.
Like in financial rewards it is totally performance based. If employee is performing very well then he will
be compensate very well. There are no implied membership base rewards in Descon. If employee
performed good then he will be compensated at the end of project.
In performance base rewards Descon engineering pay only bonus annually and at the end of
project that is running. Descon engineering gave following facility to their employees:
y Interest free loan:y Pick an drop facility:y Medical facility:y Life insurance:y Tour to outside the country:y Appreciation certificates:y Retirement benefits:y Provident funds or gratuity funds:y Promotion of employee:y Project allowance:y Project base insurance:
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RECOMMENDATION
We recommend following recommendation that the Descon must use or follow:
y The Descon engineering must open the training institute for the persons who are notemployee of the Descon.
y Employee should be involved in a descion that effecting them.y Descon works on different sector so it should enhance the coordination between
employees of different field.
y Descon offer tour to outside the country just for engineers, it must offer the tour toadmin staff as well.
y Descon pursues zero tolerance policy for all disciplinary actions. This is good butnot in all cases. Descon should look towards its discipline polices and try to
lenient in case of genuine reasons.
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MR.FEHAD MEHMOOD
HR.MANGER OF DESCON
ENGINEERING
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