life@ lotte spring 2014
DESCRIPTION
Lotte Chemical Pakistan's internal newsletter, Spring 2014TRANSCRIPT
C o v e r S t o r y
In thIs Issue
Cover story InItIatIves reCruItment & traInIng
engagementawards
agm / vIsIts / announCements
Famine in thar never say never
Illuminating the Camp area
IBm notes and travellers upgraded
Internal Faculty recognition Program
dawood university visits LCPL
all about Learning – tna meetings
asif saad Farewell
garden Party
orange Competition
LCPL awards
green office Certification
LCPL 16th annual general meeting
visit of Korea Pakistan Friendship association
mr. Jung neon appointed new LCPL Ceo
01 08
07
13
14
15
17
06
18
18
05
05
03
03
02
Life @ Lotte Chemical is a corporate newsletter intended for employees and partners of Lotte Chemical Pakistanspring 2014
Famine in Thar
continued on page 4
Lotte Chemical Pakistan (LCPL) has always ac-tively supported people of Pakistan when in
need. Following our support for Flood victims in 2010/11, LCPL extended its support to the victims of
famine hit Tharparker region of Sindh. The desert region in Tharparkar is one of the poor-
est districts in the Country which is home to approx 1.3 million people. With 40% less rainfall than normal, liveli-
by Zain Talpur
2
r e S u l t Se d i t o r i a l
unaudited financial results of the Company for the first quarter
ended 31 march 2014
on behalf of the editorial team I pres-ent to you the first edition of 2014
Newsletter. Following LCPL’s support for the earthquake and flood victims in pre-vious years, The Company extended its support for the drought victims of Thar-parkar. Representatives of the Company traveled to the affected area’s to distrib-ute goods personally, reaching out to over 700 families in dire need of food and water. This continued support offered by LCPL, is a testament of its commitment to help the nation when in need.
Meanwhile, within the Company there have been some senior manage-ment changes. With the early retirement of Mr. Asif Saad, Mr. Jung Neon Kim has been appointed as the new CEO of LCPL. The editorial team would like to wish Mr. Asif Saad very best of luck for his future endeavors and welcome Mr. Jung Neon kim as the new CEO of LCPL and hope he guides the Company towards a brighter future.
Recognizing our efforts and best prac-tices in 2013, LCPL was awarded with the prestigious award of “Best organization for HR development” by Employer Fed-eration of Pakistan. Furthermore, Mr. Asif Saad, former CEO of LCPL was presented “Best CEO Award” by the same organiza-tion.
LCPL’s CSR activities continued from last year as LCPL city office received its ‘WWF Green office certification’. This certification signifies that we meet and exceed conservation standards in terms of energy efficiency, resource conserva-tion and environmental protection.
Lastly, the editorial team would like to thank you for the continued support and hope this will continue through the year. If there are any suggestions to improve this newsletter, please feel free to con-tact myself or any of the editorial board members.
– Zain Talpur
by Faisal Abid
Spr
ing
20
14
– e
dit
or
ial
Editor Zain talpur
Contributors ali ahmed Khan ambreen malik amir azam amir ayub arif raza asad ahmed Khan asad Hayat asadullah Chughtai ayesha moin Faisal abid
Farhad Jamil dr. Firoze r. Patel muhammad sajid Khan shazia siddiqui shahzad Ibrahim shuaib Iqbal syed ahsan Bukhari syed arif Hussain syed Hameed Hussain shah tariq mehmood Zia ur rehman
mr. Jung neon appointed new Lotte Chemical Pakistan Ltd Ceo
Design & Layout imedia
Life @ Lotte is compiled and edited by staff at Lotte PPta. If you would like to contribute to the articles and events covered here, please contact the editorial board.
www.lottechem.pk
In wake of Mr. Asif Saad’s early retirement
from Lotte Chemical Pak-istan Limited on 31 April 2014, Mr. Jung Neon Kim has been appointed Chief Executive Lotte Chemical Pakistan Ltd.
We congratulate Mr. Jung Neon Kim on his ap-pointment and wish him the best of luck.
a
(Rupees'000)
Lotte Chemical Pakistan Ltd Consolidated
Q1 2014 Q1 2013 Q1 2014 Q1 2013
Revenue 12,389,036 13,031,852 12,389,036 13,031,852
Cost of sales (13,017,903) (13,372,573) (12,799,186) (13,186,751)
Gross loss (628,867) (340,721) (410,150) (154,899)
Distribution and selling expenses
(24,096) (19,037) (24,096) (19,037)
Administration expenses (83,246) (77,537) (83,246) (77,537)
Other expenses (664) (782) (17,582) (12,212)
Other income 176,289 287,348 190,449 69,267
Finance costs (19,230) (43,223) (6,274) (34,170)
Loss before taxation (579,814) (193,952) (350,899) (228,588)
Taxation 66,941 69,701 66,941 64,216
Loss after taxation (512,873) (124,251) (283,958) (164,372)
Loss per share – basic and diluted (in Rupees)
(0.34) (0.08) (0.19) (0.11)
By Ambreen Malik
3
a G M
Spr
ing
20
14
– v
iSit
S
LCPL’s 16th Annual General Meeting was held on 26 March 2014 at Beach Luxury Hotel, Karachi, for approving the
Annual Accounts of the Company for the year ended 31 De-cember 2013 and for other Ordinary and Special Business.
Shareholders were informed of the annual performance of the Company and how the management plans to cope with the challenges ahead. Keen interest was shown by the sharehold-ers towards Lotte Chemical Pakistan’s future plans.
Shareholders appreciated the efforts of Lotte Chemical Pakistan’s management team and Lotte Group’s interest in the country as an investor.
a
Lotte Chemical Pakistan Ltd 16th Annual General Meeting
v i S i t S
Visit of Korea-Pakistan Friendship Associationa delegation representing the Korea-Pakistan Friendship
Association visited the LCPL plant site. The delegation represented cross section of the Korean society and was led by Mr. Oh Jay Hee, former ambassador to Pakistan. Counsel General of Korea in Karachi also accompa-nied them.
The aim of the visit was to create goodwill and fos-ter better understanding and ties between the two friendly countries.
On arrival the del-egates were briefed and taken on a plant visit. They were highly appreciative
of the HSE standards and the professionalism of the staff to running the state of the art plant.
a By Asadullah Chughtai
by Zain Talpur
4
hood of the locals was affected massively. According to news-papers, around 180 people, mostly children lost their lives due to scarcity of food.
Keeping in mind the dire situation in the district, LCPL
representatives which included Raja Waheed (Corporate HR Manager), Col. Asadullah Chugtai (General Affairs & Security Manager), Rizwan Ahmed (Asst Manager General Affairs) and Zain Talpur (Communications Manager) embarked on a seven
hour journey (400KM from Karachi) to district Umarkot where the Government of Sindh had de-clared 25 villages as ‘calamity affected’
After an overnight stay in Umarkot, LCPL representatives traveled to the village of Ramsar Mehnghwar, Tane Ji Thar, Roheraro, Ramhar, Viklokar, Dabee Sama, Kaplore and Etadi with re-lief goods.
LCPL representatives not only personally dis-tributed relief goods but also spent time with
the victims to better understand their needs and problems.
Lotte Chemical Pakistan reached out to over 700 drought affected fami-
lies in 8 villages with relief goods.a
C o v e r S t o r y
Spr
ing
20
14
–
Co
ve
r S
tor
y
Famine in Thar
By Zain Talpur
continued from page 1
5
Spr
ing
20
14
– a
wa
rd
S
H r a w a r d S
C S r
we are delighted to announce that LCPL has won awards for best Human Resource processes in the country. The
finalists for these awards were from multinationals and large-size local organizations. In Pakistan, these awards have grown both in stature and size over the years.
The crowning jewel is the Employer Federation of Pakistan for “Best Organization for Human Resource Development Award”, the most coveted trophy in Pakistan HR.
“We’re proud to be associated with an award that cele-brates commitment to human capital,” says Muhammad Balig ur Rehman, State Minister for Education, Training and Stan-dards in Higher Education.
The company scooped “Best CEO Award” as well from Em-ployer Federation of Pakistan which was received by Mr. Asif Saad.
Pakistan Society for training and development has orga-nized its Annual Learning conference for the first time.
This prestigious annual conference was very well received and was attended by 250 plus senior professionals from the in-dustry. The conference aims to share and discuss the promo-tion of Learning & Development and award recognition for the outstanding work they have done in Learning & Development.
Lotte was given an award for “The Best Learning Organi-zation”. The uniqueness of these awards is the methodology, which stipulates the judging panel must be made up solely of HR and Multinational leaders from major organizations. This
is what makes the Human Resources Excellence Awards stand apart in the awards field.
the Global HR Excellence Award ceremony was held by the Global Media Links where LCPL was given an award in the
category of “Excellence in HR Infrastructure Development”.They recognized company’s commitment and promotion of
its HRM by giving significant exposure to the human capital.
LCPL believes in helping needy people in the society as a re-sult of which it organized many CSR events. LCPL visited
Thar, Badin, Ghaghar Phatak, and its employees voluntarily participated in their difficult times after natural disasters. We didn’t ignore special people in our CSR events and employees spent time with people in Darul Sukoon, SOS Village, etc. We organized an event with the help of the Make-a-Wish Founda-tion for children who are suffering from chronic diseases and fighting for their lives. Children were able to raise their wish in this event at Arena Club. LCPL distributed several gifts to all the participants in order to make them happy. We were also focused towards environment and health where the Company organized medical camps for underprivileged people. Trees were planted at Plant site and nearby areas.
The National Forum for Environmental and Health has awarded “CSR Award” to the company in recognition of above contributions.
a
Awards
Lotte Chemical Pakistan received Green office Certification from
WWF Pakistan for its City Office. This certification signifies that we meet and exceed conservation standards in terms of energy efficiency, resource conserva-tion and environmental protection. The initiative results in cost savings and en-gages employees in the Company’s sus-
tainability goals. This certification is a
testament to the fact that we are eager to go above and be-yond environmental standards and do everything possible to protect and safeguard the inter-ests of our people and the plant.
a
LCPL City office’s green office Certification By Zain Talpur
by Arif Raza
6
Spr
ing
20
14
–
en
Ga
Ge
Me
nt
e n G a G e M e n t
Farewell to Mr. Asif Saad
Following Mr. Asif Saad’s early retirement, LCPL held a farewell ceremony on the premises.
Mr. Asif had been CEO of the Company for seven years during which he played a pivotal role towards the success of LCPL. To bid Mr. Asif Saad farewell LCPL staff arranged a get together on 29 April 2014 @ Plant Site Port Qasim. At the farewell Mr. Saad was
presented a plaque and a goodbye gift as a gesture of goodwill. Mr. Asif received an emotional farewell from a large number of
staff which included management & Non-Management staff.
On the occasion, Mr. Asif, together with members of the staff, congratulated Mr. Jung Neon Kim on his new role. a
By Ambreen Malik
7
Spr
ing
20
14
–
ov
er
Ha
ulS
& in
itia
tiv
eS
i n i t i a t i v e S
visit of ‘dawlance’ team at LCPL’s plant site for awareness on Hse management system
to honor the interest in LCPL’s HSE Manage-ment and Fire Fighting Systems, HSE depart-
ment arranged a visit for Dawlance team on Janu-ary 09, 2014; based on their request, the team was warmly welcomed at the LCPL plant site by
Mr. Shabbir K. Hussain (HSE& Business Development Manager).
Full day briefing sessions were arranged for the team at Technical Training Center on HSE Manage-
ment & Fire Fighting Systems at LCPL. The team appreciated the LCPL’s
commitment on HSE Management, Fire Fighting systems, HSE Trainings & LCPL’s excellent HSE performance record.
The `Dawlance` Management also acknowl-edged LCPL’s initiative regarding awareness of HSE management System to nearby industries.
a
Production department always encourages its team members
to convert ideas into reality. This not only increases the skills and confidence of individuals but also contributes in achieving overall business goals of improved efficiencies and cost sav-ings.
As a part of cost sav-ing initiatives, the team suggested to run both fil-tration units (ROVAC) A/B of Oxidation Plant with single Filter feed pump G1-409 and seal fluid pump G1-418.
At the Oxidation Plant, there are 02 filtration units A and B that are provided to separate CTA pow-der from mother liquor stream through vacuum filtration. Each unit is operated with its individual feed pump G1-409 and seal fluid pump G1-418.
By design, cross over lines are provided at G1-409 A/B and G1-418 A/B discharge, which were utilized previously only in emer-gency situation in case any one of the pump becomes unavailable due to any reason. However, both units were not continuously operated with single pump due to possible chances of reduced throughput of
the filtration unit and consequent plant load reduction.
On Feb 13, 2014, one G1-418 was stopped while on Mar 20, 2014, one G1-409 was stopped and both filtration units were continu-
ously operated with single G1-409 & G1-418 for the
first time in Plant history. The performance of the pumps was mapped with
pump curves and found to be normal. The throughput
of the filtration units remained normal and plant load was not re-duced. All this was done without spending a single penny.
Procedures of ROVAC routine caustic wash were reviewed and Training was imparted to Shift team who are now performing routine caustic washes with modified pro-cedure very well..
Followings benefits were achieved after implementation of the idea. » Power saving of 14.1 KWh, » Saving in maintenance cost
due to single pump operation.Stand by option of G1-409 &
G1-418 is now available that re-sulted in increased availability of filtration units and consequent OX Plant occupancy. a
Camp is a facility utilized by expats & LCPL Staff for staying overnight during Overhauls & Plant Shut-
downs. Currently it is also being used by a few Trainee Engineers as their permanent residence. Consid-ering the low LUX level in the Camp Residential Area, the need for improvement in illumination was imperative to increase the liveliness of the area. 42 new street light fixtures were installed at various locations in all corridors of the Camp Residential Area. These light fixtures have signifi-cantly helped to increase the area LUX Level. Improved visibility has also helped in better vigilance. The efforts of Syed Raza Anis, M Kamran Khan & Khalil Ahmed Ansari are praiseworthy as the modification was completed effi-ciently in addition to cost saving through the installation of mounting plates and different accessories that were re-quired for light fixtures. a
Innovation Turns Idea into Reality
Illuminating the Camp Area
by M. Sajid Khan
by Shuaib Iqbal
by Farhad Jamil
8
the process values from various instruments at Linde facility such as gas temperature,
pressure, flow etc. are monitored at the LCPL plant.
Since its commissioning, the medium of data transmission from Linde to LCPL has been a multi-core copper cable. With the passage of time, the cable suf-fered damages on different locations and thus all the spare pairs were consumed one by one. To restore the faulty loops, a new multi-core armored cable was required. The Instru-mentation team came up with an innovative solution which not only eliminated the need of a cable altogether but also proved to be much more cost effective.
To materialize this idea, a new Wireless Communication System has been installed and commissioned on both sites to establish the data transmission link. The system compris-es of a communication panel and an RF antenna on each of the two locations. A total of eleven analog signals are now being transmitted over radio waves at 2.4 GHz frequency from Linde site and received at LCPL site on DCS.
The credit of efficient project execution goes to Purifi-cation Instrument team. Various multi-faceted challenges were successfully met by the virtue of dedication and team work. Excellent support was extended by Workshop, Electri-cal and Production teams in their respective traits.
This bold initiative by Instrument team has improved the reliability of the system.
a
Plant power consumers have been categorized into two groups first
is base plant load and second is criti-cal load. Since commissioning, we have been operating with two different pow-ers sources for base and critical load, required for safe shutdown of plant. After commission-ing of co-gen plant critical load was shifted to KE and base load was shifted to GTG supply. KE per unit cost (Rs/KWH) is approximately dou-ble than GTG unit cost. We were paying a huge amount to KE for utilization of power for critical load (approx 22 MW/day). Production depart-ment accepted the challenge to change this status quo and
adopted lateral thinking approach to ex-plore other options. A series of modifica-tions were proposed and executed with help of Electrical & Instrument team to design a new system to reduce opera-tion cost with some calculated risks cov-
ered through new modifications and op-erational guidelines. Finally this change was implemented after March 2014 SSD and KE power supply to critical load was isolated and switched over to GTG supply. It is estimated that this initiative
will give an approximate sav-ing of PKR 50 Million per an-num, which is equal to saving of ~$1/te in variable cost.
No doubt, thinking and implementation of this idea was fairly difficult but now
are of the firm belief that:
“If the going seems easy, you are going down-
hill.a
Spr
ing
20
14
–
ov
er
Ha
ulS
& in
itia
tiv
eS
i n i t i a t i v e S
Wireless communication system between Lotte and Linde
Never Say Never
by Amir Azim
after GTG commissioning plant HP steam requirement is primarily fulfilled from HRSG and one auxiliary boiler
that serve only to meet the deficit in HP steam demand. As part of process optimization, it was required to utilize HRSG (a waste heat recovery boiler on GTG exhaust gases) up to maximum extent. Auxiliary boilers gas controller was pro-vided with the minimum soft lock at 15 %. After the HRSG in-clusion in HP steam network, excess HP steam was available which we had to vent out due to design limitation in boiler gas controller. This resulted in a loss of energy in the form of un-wanted natural gas consumption. Now the challenge was to explore rationale behind that soft lock, responsible for extra natural gas consumption. An in-house study was conducted which was then recycled with Alborg (Boiler manufacturer) and finally concluded to reduce this soft lock from 15 % to 9.5 % in steps. All associated process hazards were taken care of
as per merit.This initiative will expectedly save ~ 44 MRs /an-
num. Ambition, rationale persuasion and analyti-cal thinking are the key elements which made this idea possible.
excellent work – keep it up!a
there is always one more thing to do
by Shahzad Ibrahim
by Shahzad Ibrahim
9
Spr
ing
20
14
–
ov
er
Ha
ulS
& in
itia
tiv
eS
i n i t i a t i v e S
Lubricating oil is essential element for continuous and reli-able operation of equipment. Lubricating oil condition is
closely monitored through weekly inspection and oil sample testing. Lubricating oil for each equipment is either preven-tively replaced based on OEM recommended intervals or at
times when lubricating oil is observed to be contaminat-ed in oil sample tests. Replaced oil is not wasted as it
is against LCPL’s environment conservation policy and is hence stored in oil drums. Replaced lubricat-ing oil though beyond use for required service is
still quite a valuable item in local market. Reliabil-ity team jointly with Commercial team identified this
opportunity and decided to sell used oil in local market. Site visits were arranged for multiple perspective buyers and after a transparent bidding process waste oil was sold to the highest bidder.
a
Rubber lining of HCL hoses
M1-1202 Structure Replacement
Waste Oil Sold
By Syed Ahsan Bukhari
PTFE lined hoses are used at plant site for offloading HCL tankers. Utilities team has been facing continuous wear
on PTFE lining of these hoses over the past few year which eventually leads to leakage from hose, posing a severe safety threat. Owing to their criticality these hoses are expensive items that are imported items with lengthy lead times. Utili-ties maintenance team took an initiative of performing rub-ber lining of damaged hoses with support of a local vendor. Locally repaired hoses were successfully tested and are now giving satisfactory operation in service. Local re-pair of hoses not only reduced the hose lead time but also reduced its cost significantly.
a
Feed Hopper Vent Gas De-Duster (M1-1202) is em-
ployed to recover CTA pow-der from F1-1201. Recently excessively high vibrations were observed from the equipment. Reli-ability team upon analyzing the issue declared structural looseness to be the cause of high vibrations. Structural looseness was observed due to inherent lack of rigidity in equipment structure. Equipment was taken out of service to avoid any catastrophic failure of the equipment. The situation demanded an immediate solution as any prolonged outage of the equipment would cause wastage of valuable CTA powder.
Maintenance team jointly with Workshop team designed and fabricat-
ed a new structure with additional stiffness to curb
the issue. Strict adherence to Man-
agement of Change procedure was ensured. Equipment structure was replaced in the area which resulted in reduction of equipment vibrations to normal running values. This indeed is another tes-tament to excellent team work and workmanship of engineering team that re-sulted in timely resolution of the issue.
a
By Amir Ayub
By Syed Ahsan Bukhari
10
Spr
ing
20
14
–
ov
er
Ha
ulS
& in
itia
tiv
eS
i n i t i a t i v e S
earthing strips on Cooling Tower Cells are exposed to high structure vibrations which result in continuous maintenance
of these strips. Electrical Team came up with an out of the box solu-tion to address this recurring issue since significant time and cost is required for its rectification. Fifteen copper rods around the Cooling Tower Cells have been installed at some height as lightning arresters. These arresters are not affected by high structure vibrations due to their weight and construc-tion. Most of the required material to realize this project was locally developed by Electrical & Workshop Team. This innovative idea has significantly increased reliability of the lightning protection system on Cooling Tower area. Efforts of Syed Raza Anis, Abid Qayyum & M Saeed are praiseworthy as the whole modification was completed efficiently without any design or ser-vices support from vendor. a
analyser House is amongst critical plant areas in which some of the
most sophisticated instruments are in-stalled, essential for safe and proper operation of the main oxidation plant reactor. This equipment needs a precise temperature control for normal opera-tion. The main HVAC system installed in the Analyser House was in continu-ous operation since plant commis-sioning. With the passage of time, the performance of the HVAC system has deteriorated. Frequent faults and trip-ping of HVAC unit were observed in the past two years. The installed system is now obsolete and its spare parts are not available. In addition to that, no redun-dancy of HVAC system was available. It also posed a threat to Analyser house operation as tripping of HVAC system could lead to oxidation plant tripping as well. The OEM had also recommended replacement of the system with newer model. However, the cost of the new sys-tem was quite exorbitant and that op-tion did not seem viable as its estimated
cost was Rs. 12 Million.Efforts were put in to figure out a
solution which would provide backup to the existing HVAC system and also less expensive than the replacement of already installed HVAC system. It was decided to install a new hazardous area certified AC inside the Analyser House. This will not only provide backup for the HVAC system but will also allow mainte-nance activity during running plant. The cost of this new AC was only 8% of the total replacement option of HVAC. The option was critically examined so that there should be no discrepancy in this modification. Detailed designing of this modification was done in-house while keeping all protections intact. Innova-tive ideas were put forward by the elec-trical team for the installation and com-missioning of new backup AC system.
Since this type of backup system in-volved Analyser House, the work was comprehensively planned well before the commissioning. To cater to the space constraint in the Analyser House, a
unique structure was designed to install the indoor unit. Electrical wiring of the unit was also a challenge due to the fact that the new system was to be interlocked with the existing HVAC system and no such certified AC was installed at the plant before.
The installation and commissioning of this new backup split AC was carried out during Short Shutdown of March 2014 with indigenous resources. The whole job was executed at remarkable pace and efficiency due to excellent planning and teamwork. The efforts of Muhammad Waqas, Imranullah Khan and Arif during the planning and execu-tion phases are commendable, ensuring timely and flawless completion of this critical job.
This new split AC is now available as a backup standby of the existing system. This backup AC can be taken in service in case of any issue with the main HVAC.
a
By Farhad Jamil
By Farhad Jamil
Lightning arresters Installation on Cooling tower Cells
New Backup AC Unit for the Analyser House An Innovative Step towards Reliability Enhancement
the Gas Turbine GE LM 6000 PD, in-stalled at the Cogen Plant, is a pro-
duction critical asset of the plant. Pre-ventive maintenance procedures for the GT have been outlined by OEM whose main purpose is to protect the equip-ment integrity and avert failure. During
the short shutdown of March ’14, Annu-al Maintenance related activities were carried out on the GT as suggested by the OEM. On thorough inspection, the turbine was found to be in healthy work-ing condition. Necessary repairs and part replacements were undertaken to
ensure continuous reliable operation of the equipment. Satisfactory operation of the equipment has been observed since then. This indeed is another feather in the cap of maintenance team whose ex-cellent workmanship has delivered once more. a
gas turbine annual maintenance
11
the DG sets at plant originally used to supply power to critical plant load
continuously which was about 6% of the total power consumption by plant. In case of utility power failure, the DGs were used to supply emergency power for the safe shutdown of the plant. This was the DGs’ operational philosophy so as to feed the power from two different sources since plant commissioning. Following commissioning of Cogen plant; GTG and KE Line-2 were being used as two differ-ent sources. This philosophy of using two distinct sources has now been modified to keep KE Line-2 on standby and feed the whole plant from single source. De-tailed reviews were carried out prior im-plementing this critical modification and it was decided to implement logic for auto start of DGs and MCCs auto changeover to provide power to critical plant load in minimum possible time in case of total power failure at site.
The logic was designed by the site team and was installed and tested in the Short Shutdown of March 2014. In order to make the whole process of power restoration automatic, “Auto Re-closing” facility was provided at the incomer break-
ers of MCC-12B and MCC-15B. This modification on the incomers of MCC-12B and MCC-15B was very critical be-cause after providing the facility of auto re-closing on the critical load MCCs, the complete logic has become automated and in case of total power failure, the power will be available to plant critical MCCs automatically without any man-ual intervention of electrical technician, boardman or area operator.
New operating procedures have also been developed by the electrical team for manual operation and for total power failure scenario as well. The procedures have been cascaded down to the whole electrical team making them updated to the new operational philosophy of DGs. The whole job was executed at remark-able pace and efficiently due to excellent planning and teamwork. The efforts of Muhammad Waqas, Khalil Ahmed Ansa-ri and Imranullah Khan during the plan-ning, testing and commissioning phases have been commendable.
With this upgradation of the opera-tional logic, the power is no longer being imported from KE Line-2 for critical load. a
i n i t i a t i v e S
Modifying the Operational Logic of Plant Critical MCCs & Diesel Generators
Pump refurbishment through salvaged spares
Local Development of High Cost Spare
Spr
ing
20
14
– o
ve
rH
au
lS &
init
iat
ive
S
adapting to new philosophy of electrical network
Primary focus of the maintenance team is to ensure continuous reliable operation of plant equipment. G1-718-A is a Magnetic Sealless pump
used for an extremely aggressive service i.e. CMB. High noise from the said pump was observed demanding immediate repairs. Upon dismantling pump excessive wear was observed on pump impeller. With the impeller in a beyond repair state and no spare impeller available Maintenance team took a bold cost saving initiative and decided to reclaim and refurbish a discarded impeller which was also rendered beyond repair by OEM but was still in a better condition than the current one. The workshop team set about this difficult task by carrying out the necessary repairs which re-stored it to working condition. The refurbished impeller was subsequently installed and the pump was tested and was found to providing satisfactory operation. This initiative saved equipment downtime. a
demin water is essential element of LCPL’s process chain. Demin Water is generated
through Demin Water section of Utilities plant. Impeller of one of the Filter Backwash pumps installed at Demin Water section was found badly deteriorated due to corrosion and aging. There was no spare impeller available in inven-tory while immediate availability of
By Amir Ayub
By Ali Ahmed Khan
continued on next page
12
i n i t i a t i v e S
r e C r u i t M e n t & t r a i n i n G Local development
of High Cost spare
Chronic Issue resolved by root Cause analysis
Trainee Engineers Skills Development
Spr
ing
20
14
–
Ov
eR
ha
uLs
& In
ItIa
tIv
es
oxidation Reactor Agitator G1-301 is a pro-duction critical asset of LCPL plant and it’s
continuous and importance of its continuous re-liable operation cannot be understated.
In January 2014, samples of G1-301 seal bar-rier fluid were reported to have unusually high concentrations of Acetic Acid. The same problem has also been faced in the past however obser-vations were more severe this time. Routine cor-rective measures were taken but no significant improvement was observed. Continued in-gress of Acetic Acid into the seal barrier fluid was a risk to equipment integrity.
Mechanical Maintenance team, with the support of Technical team investigat-ed the issue to find the root cause and de-vise a long term solution. Support from OEM was also sought and a very detailed analysis was carried out. The problem was approached from all possible aspects and even design was brought into question. Finally, the root cause was identified and short term corrective actions were taken to restore the condition of the seal. The findings were also documented and more actions were agreed for long term solution.
The initiative proved vital in resolving one of the chronic issues at Oxidation plant.
a
In order to create a self sus-taining culture which per-
petuates a neat, clean and efficient work place 5S ac-tivities were started on LCPL Plant site on 26 Nov’2013. Mr Asif Saad along with Mr. Moham-mad Wasim participated in 5S activities in the area. 11 Small group teams were made involving employees from Produc-tion, Technical and Engineering depart-ment. The whole plant has been divided into 49 block with Production and work-shop teams being assigned 5 different blocks while Laboratory teams being as-signed 2 blocks each.
5S activity boards were prepared for monitoring progress and displaying in-formation related to SGTs block. Every team spent 2 hours per week in the area with full dedication to carry out 5S activi-
ties. Regular weekly meetings were also conducted in which teams discussed issues and identified ad-ditional 5S opportunities.
Visible improvements in plant visualization have been observed.
First block has been completed and after completion of first block SGts highlighted in total 559 problems out of which 214 problems were solved by SGTs themselves. Good team work capabilities have been demonstrated by all the team members(Production, Engineering,Technical) . SGT members also gained an insight about different sections of plant which enhanced their knowledge. Since 5S is an ongoing jour-ney it is expected that SGTs will continue to make improvements to their work place on regular basis.
a
Continuous skill development is a core feature of any progressive in-dustry and is also a key value at Lotte Chemical; trainings and inter-
active sessions are conducted frequently for the same purpose. Trainee Engineers’ program is focused on building management skills and techni-cal expertise to develop a competent workforce for the future. Trainee En-gineers deliver technical presentations periodically which serve as an as-sessment of them and a knowledge refresher for the entire maintenance team. In this regard, trainings were conducted by each of the Trainee Mechanical Engineers on various subjects. Ahmed Mehmood Khan Babar
delivered a comprehensive presentation on the Process Air Compres-sor. Aamir Ayub discussed Base-load Generator and highlighted its
significance, operation and maintenance procedures. Muhammad Azam presented on the subject of Natural Gas Booster Compres-sor, its parts, mechanisms and maintenance. a
Completion of First Block of 5s
By Ali Ahmed Khan
By Ayesha Moin
It’s all about having what you need to do your job when you need it; no more, no less
this pump was essential for continu-ous reliable operation of Demin plant as now no spare backwash pump was available. The situation was critical and had potential of causing a plant shut down. Pump manufacturer re-fused to quote as the pump design is now obsolete. Analyzing the critical-ity of the situation, correspondence was initiated with another European pump manufacturer who quoted an exorbitant price of this impeller.
Analyzing the criticality of situ-ation Maintenance team then came up with the innovative idea of re-verse engineering and developing the required impeller from local mar-ket. This not only reduced the lead time but rendered a saving of 0.5 million on cost of two impellers. The impeller has been in operation and and providing satisfactory operation since its installation.
a
continued from previous page
13
Spr
ing
20
14
–
re
Cr
uit
Me
nt
& t
ra
inin
G
i n i t i a t i v e S
the IT Department is pleased to confirm that Lotus Domino and Lotus Traveler servers, as well as Domino and Traveler
software has been upgraded to the latest version 9.0, in a short span without the loss of any emails.
The focal feature is the tab “Discover”, shown below:Within “Discover” information is categorized as:what’s new: customized to users search needs,
» For new users: encompasses all basic user needs in a structured manner,
» Hints and tips: helps users efficiently format and orga-nize their mails,
» Quick links: enables users to apply shortcuts to access their mail, calendar, contacts, to-do lists, etc, besides providing “tip of the day”
» It deeply integrates social and business information to engage expertise, share and gather information, and improve decisions.
Other advantages of the upgrade for users include: » Domino server is now powered by 64-bit technology
thereby increasing its processing speed,
» IBM Notes software is now 64-bit thereby greatly increasing its processing power (The Lotus Company has been acquired by IBM, therefore IBM Notes).
» The IBM theme-Notes 9.0 has a brand new look , colors of Notes icon changed from yellow to Blue,
» Mail views now show simplified dates, for example “Yes-terday” plus a time,
» The auto-save feature to automatically save what you are working on,
» Both Mail and Archives applications can now be searched simultaneously,
» Make notes for a meeting, or draft information in your notebook,
» Open Notes documents in single tabs, grouped tabs, or in their own windows.
The IBM Notes aims to deliver modern and rich user expe-rience helping to accelerate business operations, and improve decision making.
Congratulations to the IT Team for their efforts. a
IBM Notes and Travelers Upgraded
sustainability department held a spectacular re-ward distribution ceremony on 22 January’
2014. In the ceremony total 42 employees were hon-ored with certificates and rewards under schemes of Job qualifying Program (JQP), Internal faculty recogni-tion program (IFRP) , Suggestion and reward system (SRS) and for the best 5S slogan. Mr Asif Saad graced the event as chief guest along with Mr Mohammad Waseem and Mr Eun Pyo Hong. The purpose behind reward distribution ceremony was to recognize the efforts of all those employees who took different initiatives to promote motivation at different levels.
The event started off with the welcome address by Mr Qamar alam where he welcomed the distinguished guests, awardees and other employees and described the purpose of event along with the status of 5S activities. After that Mr Asif Saad gave his speech and appreciated the efforts of all those employees who took different initiatives and explained the significance of all those initiatives for the progress of the com-pany.
Thereafter certificates and rewards were distrib-uted to recognize§ The achievement of those who qualified
different skill levels under Job Qualifying Program (JQP) in September 2013. 6 employees were rewarded
for completing different skill blocks.§ The initiative of those who shared their valuable experi-
ence and knowledge with employees, and who contrib-uted to the training of trainee engineers and apprentices under IFRP. 21 employees were rewarded for conducting different training under IFRP.
§ The efforts of those who took proactive approach towards solving work place challenges by logging their suggestions in suggestion and reward system data base. 15 employees were rewarded for raising suggestions in SRS data base.
§ And finally the enthusiasm of the SGT who won best 5S slogan competition.
a
By Ayesha Moin
Reward Distribution Ceremony
By Tariq Mehmood
14
Spr
ing
20
14
–
re
Cr
uit
Me
nt
& t
ra
inin
G
r e C r u i t M e n t & t r a i n i n G
Improvement begins with the admission that every organization has problems,
which provide opportunities for change. With the belief that the culture of continual aligned small improvements and standard-ization could yield large results in the form of compound productivity improvement ,Sug-gestion and Reward system was launched on 6 December 2013. The SRS database was developed with the support of IT so that em-ployees can easily log their suggestions in the database.
SRS revolves around continuous im-provement involving manufacturing and
operations functions at LCPL Plant site. The purpose of launching SRS database is to pro-vide the platform to the individuals or cross-functional teams that encourage innovation and break the walls to make room for pro-ductive improvements. The essence of SRS is that the people that perform a certain task are the most knowledgeable about that task; consequently, by involving them and showing confidence in their capabilities, ownership of the process is raised to its highest level.
As the idea is to nurture Company’s hu-man resources as much as it is to praise and encourage innovation, reward money is given to an idea initiator based on defined scoring system. The reward receiver can be individual, small group, or the reward money can also be donated for CSR purpose. Till to date 357 suggestions have been logged in SRS data base from LCPL employees ranging from those that develops solutions for prob-lems, to implementing a predetermined plan for change, to stream lining paper flow of work etc. One of the suggestion that resulted in significant saving of 40 Million rupees per year was combined effort of production and technical department to reduce caustic and HCL consumption for demin train regenera-tion. Mr. Rehan Siraj and Mr. Mudassir Sharif were rewarded for their splendid efforts for such an achievement.
Through SRS we try to define a focus with clear and measurable improvement goals that will surely result in improved quality & productivity, better safety , lower costs, high employees morale and job satisfaction.
a
Internal faculty recognition program (IFRP) was launched in August 2013 by the sustainability department that aims to recognize the importance of
training for LCPL employees and motivates information exchange between employees.
As IFRP promote learning from the fellow LCPL employees so the program is not about knowledge for the sake of knowledge, but rather knowledge ac-cording to the needs, applicable knowledge, knowledge to create innovation and competitive advantage. All LCPL employees can participate in this pro-gram. All types of training are covered under IFRP that is behavioral HR train-ing, HSE training, technical training, training of trainee engineers and training of apprentices.
Cost benefits of utilizing our own employees for training purpose can also be in no way over looked. Another important initiative un-der IFRP is the training of apprentices which is now being conducted by our in house faculty members. The following courses have been conducted up till now under IFRP. » Two days training session on “API-510- Pressure vessel inspec-
tion” by Syed Ahsun Bukhari on 2nd and 3rd April’2014 » Two hour training session on “ Team work skills” by Nadeem bhatti on
20th March’2014 » One day training session on “HSE awareness” by Aali Moazam on 25th
Feb’2014 » Two hour training session on “Key performance indicators” by Arif Hus-
sain on 20th Dec’2013 » Two days training session on “ Accident Prevention, investigation and
reporting” by Rehan Siraj on 17th and 18th Dec’2013 » Two hours training session on “ Learn the art of presenting” by Syed Saj-
jad Ahmed on 29th October ‘2013 » One day training session on “Condition based maintenance” by Syed Saj-
jad Ahmed on 22nd October’2013 » In the reward distribution ceremony on 22nd Jan’2014 reward money
and certificates were also distributed based on the defined criteria to the employees who conducted training under IFRP.
a
Internal Faculty Recognition Program (IFrP)
suggestion and reward system
Lotte chemical Pakistan has always encouraged developing a learning cul-ture at the organization where employees continually share their learning
with their colleagues. Lotte chemical Pakistan Faculty Development program is one of the platforms for creating this learning culture. follow-ing training sessions had been conducted by the volunteers.
a
As part of HR Systems awareness, Mr. Arif Raza Manager HR & Training conducted a brief session on “Exit Interview & Progress Review Report Sys-tems” at plant. This session addressed how to process Exit Interviews & Prog-ress Review Reports through database.
a
By Asad Ahmed Khan
Lotte Pakistan Faculty development Program
exit Interview & Prr
By Arif Raza
By Ayesha Moin
15
Spr
ing
20
14
–
re
Cr
uit
Me
nt
& t
ra
inin
G
r e C r u i t M e n t & t r a i n i n G
tPM model activities are carried out in the initial phase by teams on any one equipment of the block to ensure en-
hanced understanding about TPM implementation activities. The key to the establishment and development of the basic TPM is ensuring the support of TPM priorities and activities by the top management who drive it forward. The most important point is how well the top and middle managers recognize the
necessity for and future value of TPM activities. With this thought TPM model activity for seniors started
on 22nd January’2014 on G1-512 A/B at Oxidation Plant. A 15 member team of seniors led by SMH comprised of the Departmental heads and section
heads of manufacturing function along with Mr Eun Pyo Hong spent 2 hours on G1-512 A/B shining
activity. Mr Asif Saad and Mohammad Wasim also joined the senior team and actively participated in the model activ-ity.
The major impact of TPM model ac-tivity for seniors is that employees down the line are feeling more motivated by observing the seniors performing TPM activities in the area with full enthusiasm.
a
Lotte Chemical Pakistan Ltd strongly believes in
developing Human resources and Trainee Engineer Scheme is the perfect example of our belief. Under this scheme fresh graduates are hired from reputable engineering universities and are given hands on professional expe-rience in the industry. After completion of this extensive and rigorous training pro-gram, these trainee engi-neers, subject to vacancies, are absorbed within the or-
ganization.We organized two
road shows at NED University of Engineering & Technology, and PNEC-
NUST, Karachi to hire fresh Mechanical and Electrical en-
gineers. A presentation on LCPL was given to about 300 engineers who had participated in the writ-ten tests. Based on written tests performance, 42 candidates were shortlisted for first interview. 9 engineers were selected for 2nd in-
terview. The Trainee Engineer jobs were offered to 4 candidates, who joined the Company 3 March 2014.
Ali Ahmed Khan Mechanical
Bassam Asghar Electrical
Samina Badruddin Barwani
Electrical
Muhammad Ahmed Ullah
Electrical
a
a group of 35 students of Environment & En-ergy Engineering department from Dawood
University of Engineering & Technology (DUET), along with faculty staff visited our plant site to understand the HSE Management system as a part of their industrial orientation program.
Briefing sessions were arranged for the stu-dents at the Technical Training Center on HSE Management & Fire Fighting Systems at LCPL. Shuaib Iqbal, Assistant Manager HSE delivered a presentation on HSE Management System of the organization. The Plant tour was conducted by Rehan Siraj, Plant Manager-Utilities. Visiting students took keen interest in the plant visit and presentation to gain maximum knowledge about company Health, Safety & Environment culture.
The faculty staff appreciated the excel-lent HSE performance records of the company.
Such tours are an essential part of the aca-demic process and help students acquaint themselves with engineering activities, design parameters, characteristics of equipment and manufacturing process in plants like LCPL.
a
the Human Resource function arranged a get-together at Arena Club, Karachi 26 March 2014. All new employees
who were recently recruited and Trainee Engineers were in-vited. In total 23 employees attended this event. The Human Resource team had general discussion with employees and asked them to share their feedback after joining Lotte Chemi-cal Pakistan. The atmosphere was very open and friendly where everyone shared their feedback on various top-ics. After a healthy discussion, lunch was served fol-lowed by some leisure activities like bowling and ice skating. a
new employees & trainee engineers with Human resource team at arena Club
By Zia ur Rehman
tPm model activity for seniors
Dawood University visits LCPL
By Asad Ahmed Khan
By Arif Raza
Fresh engineers joins LCPL
16
Building Beautiful minds
The need to develop indigenous beautiful minds that would enable us to facilitate our success in life and here-after cannot be forsaken. Based on the ideology, the program “Building Beauti-ful Minds” was organized in collaboration with PSTD. It enabled participants to be-come an agent of change by helping them dream the possibilities and then making contributions towards making a differ-ence.
Problem solving & decision mak-ing
The ability to effectively solve prob-lems and take timely decisions is a key competency required at all levels in al-most every organization. This highly in-teractive and immensely engaging work-shop equipped the participants with the tools and techniques to effectively ac-complish both as individuals and in teams.the Power of Positive attitude:
To foster a Company’s learning cul-ture and to provide more value added contributions towards employee devel-opment, a learning session on “The Pow-er Of Positive Attitude” was organized where, Saadi Insha, renowned motiva-tional speaker shared his knowledge and expertise in this session.
Personal excellence
The Personal Excellence program aimed at providing an opportunity for
participants to establish the existen-tial gravity and maturity, which is so essential in leading others. The trainer Fakhir Shah unveiled the key elements of personal excellence which are necessary for success both in terms of the leader-ship of people and personal fulfillment at Marriott Hotel.
Introduction to management
The capacity building three days pro-gram created an impactful and transfor-mational experience for high potential executives at Marriott Hotel. Nasser Aziz developed participant’s Management skills with greater focus on personal ef-fectiveness, initiative, solution-finding and problem solving capabilities neces-sary to excel at a higher Career level.
objective setting & Performance appraisal
Performance Management is the single most important process which contributes to the effective management of individuals & teams in an organization. It also helps employees to keep continu-ous focus on their objectives and prove themselves for further advancement & responsibilities. In order to create its awareness and understanding of ap-praisal system new joiners had attended the session. The session was organized in collaboration with PSTD and conducted by Mr. Iftikhar Ahmed.
teamwork skills
Synchronization is a powerful thought that shifts individual’s paradigm of self achievements into team victory. It changes the center of influence of one’s perception, objectives and efforts and develop him as an efficient and contrib-uting ring for the whole organization. Learning session on “Teamwork Skills” was organized and was conducted by Ms. Rubina Jamal.
Full steam ahead
HR is continually trying to provide market best training opportunities to its employees to equip them with best con-cepts. This training covers topics such as out of box thinking, lateral thinking, inno-vation and synergy.
Bringing forward this objective, two different sessions on “Full Steam Ahead” was organized for Production depart-ment at The Royal Rodale Club. The ses-sion was conducted by Sohail Zindani, a compelling and sought-after motivation-al speaker and facilitator.
Full Steam Ahead was a powerful pos-itive self motivation and team synergy event that has been designed to change the mindset in achieving ultimate desired results. The program provided the par-ticipant an avenue to discover individual strengths. The participants also took part in fun filled activities that challenged both their body and mind. a
r e C r u i t M e n t & t r a i n i n G
Spr
ing
20
14
–
re
Cr
uit
Me
nt
& t
ra
inin
G
Training events at LCPLBy Arif Raza
Clockwise from the right: Training program on ‘Personal Excellence’; ‘Introduction to Management’ training; project team from ‘Full Steam Ahead’; and ‘The Power of the Positive Attitude’ team
17
Spr
ing
20
14
–
re
Cr
uit
Me
nt
& t
ra
inin
G
r e C r u i t M e n t & t r a i n i n G
Long Service Awards
Welcome Aboard!
we heartily extend a very warm wel-come to managers as part of the
LCPL family and wish them an enjoyable and productive stay with the Company.
Congratulations to recipients of Long Service Awards and wish-
ing them a long prosperous associa-tion with the Company.
a
Ali Ahmed Khan, BE (Mechanical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Muhammad Ahmed Ullah, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Farhan Raza, BE (Mechanical Engineering), NED University of Engineering & Technology, Karachi, joined as Project Engineering Manager, with effect from 10 February 2014.
Bassam Asghar, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Muhammad Irfan, BE (Chemical Engineering), Mehran University of Engineering & Technology, Jamshoro, joined as Shift Manager with effect from 22 January 2014.
Fahd Bin Riasat, BE (Mechanical Engineering), National University of Sciences & Technology, Karachi, rejoined as Project Engineering Manager, with effect from 3 March 2014.
Samina Badruddin Barwani, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Javed AliSub Engineer Process - II, completed 10 years of service in February-2014
Waseem SiddiquiAssistant Manager Shares, completed 15 years of service in March -2014
march is the month that can be marked as “trainings needs assessment (tna)” month in the LCPL calendar.
This year TNA Meeting was a collaborative event by HR, Sus-tainability & HSE Departments and eventually led to a series of TNA meetings with all functions (Commercial, Techni-cal, Finance & IT, HSE, Sustainability, HR & Admin) in different days and time slots. Wiithout the right skills and targeted investment in learning and develop-ment, an organization can-not compete successfully, Training departments were made sure to conduct a carefully designed training needs analysis.
The major segment of the Assessment process was done on 25 March 2014. Over 8 represen-tatives from Behavioral, Technical & HSE Training departments led the Meet-ing at Arabian Sea Country Club to assess Engineering & Production Function de-velopment needs. Separate TNA sessions were held at the same venue for HR and Technical & HSE train-ing this year to give proper
time to different training needs. HR started off the meeting with a presentation that high-
lighted their performance & what role Training department played in actualizing 2013 learning needs. It was then fol-
lowed by TNA Discussions where every employees needs were critically assessed. Moving forward the attending departments also shared their views and
ideas pertaineing to the training process. Technical & HSE TNA was also done separately in detail for each employee. Core Develop-ment Plan for Engineers (CDPE) developed by TTC was also shared with all participants. CDPE is a 5 year mandatory training
plan for new engineers in manufacturing section. With the objective to provide and discuss best learning & develop-ment opportunities and a chance to interact with different departments, participants enjoyed the time to ponder the entire learning concept & meth-odologies that prevail at LCPL.. a
All about Learning – TNA Meetings
By Shazia Siddiqui
18
Spr
ing
20
14
–
en
Ga
Ge
Me
nt
e n G a G e M e n t
an exclusive event was arranged by the Administration in February. Participants were gathered in AAM Block gar-
den where Mrs. Rahat Haq briefed about various activities be-ing carried out for green culture in LCPL. She has also shared our future plan.
All participants along with Chief Executive took a round of garden where he emphasized on improving existing garden
by increasing plantation and introducing proper management practices.
Our aim is to develop organic fruits and vegetables and minimize the adverse impacts on the environments. Join us to embrace the green culture to address the threats of global warming and climate change.
a
Orange Competition grand tool Box talk
HR & Admin Department decided to hold a fun event on 1 Jan 1 2014 to welcome New Year. The staff members were invited to enjoy or-
anges (Kino). The event turned out to be a popular one as large numbers of staff members attended.
Orange eating and peeling competitions were arranged where people joyfully participated. a
the Administration department made a spe-cial effort introducing Grand Tool Box Talks
for relevant contractors’ staff covering the gen-eral safety guidelines. These sessions will provide awareness for a diversity of workplace safety and health topics and provide an opportunity for con-tractors’ staff to take part in activities and train-ings that help, develop and enrich their knowl-edge and skills.
We strictly follow Safety First motto which extends beyond our workplace to all who are im-pacted by our actions. A session was conducted on Feb 28’2013 in which all Admin contractors’ staff participated. Contracts Managers have explained about workplace and outside safety issue. Various Urdu written handouts were dis-tributed amongst the participants for their better understanding.
Garden PartyBy S. Hameed Hussain Shah
19
Spr
ing
20
14
–
He
alt
H
H e a l t H
‘Polio’ – WHO Recommendations
Poliomyelitis (polio) is a highly infectious viral dis-ease, which mainly affects young children. The
virus is transmitted through contaminated food and water, and multiplies in the intestine, from where it can invade the nervous system. Many infected people have no symptoms, but do excrete the virus in their faeces, hence transmitting infection to others.
Polio and its symptoms
Polio is a highly infectious disease caused by a virus. It in-vades the nervous system, and can cause total paralysis in a matter of hours. The virus enters the body through the mouth and multiplies in the intestine. Initial symptoms are fever, fa-tigue, headache, vomiting, stiffness in the neck and pain in the limbs. One in 200 infections leads to irreversible paralysis (usually in the legs). Among those paralysed, 5% to 10% die when their breathing muscles become immobilized.
People most at riskPolio mainly affects children under 5 years of age.
Prevention
There is no cure for polio, it can only be prevented. Polio vaccine, given multiple times, can protect a child for life.
The Director-General of the World Health Organization (WHO) declared the international spread of wild poliovirus (WPV) a public health emergency of international concern (PHEIC) On 5 May 2014. The declaration followed advice given by an Emergency Committee under the International Health Regulations (IHR) that was convened to assess wheth-er the international spread of polio in 2014 during what is nor-mally the ‘low’ season for poliovirus transmission is a PHEIC. With the ‘high’ season for poliovirus transmission stretching from May to November/December, a coordinated interna-tional effort is needed to address this extraordinary event.
The Director-General has made a number of Temporary Recommendations to address the PHEIC.
recommendations
Pakistan, Cameroon, and the Syrian Arab Republic pose the greatest risk of further wild poliovirus exportations
in 2014. These States should:officially declare, if not already done, at the level of head of
state or government, that the interruption of poliovirus trans-mission is a national public health emergency;
ensure that all residents and long-term visitors (i.e. > 4 weeks) receive a dose of OPV i.e. Oral Polio Vaccine or in-activated poliovirus vaccine (IPV) between 4 weeks and 12 months prior to international travel;
ensure that those undertaking urgent travel (i.e. within 4 weeks), who have not received a dose of OPV or IPV in the pre-vious 4 weeks to 12 months, receive a dose of polio vaccine at least by the time of departure as this will still provide benefit, particularly for frequent travellers;
ensure that such travellers are provided with an Interna-tional Certificate of Vaccination or Prophylaxis in the form specified in Annex 6 of the International Health Regulations (2005) to record their polio vaccination and serve as proof of vaccination;
maintain these measures until the following criteria have been met: (i) at least 6 months have passed without new ex-portations and (ii) there is documentation of full application of high quality eradication activities in all infected and high risk areas; in the absence of such documentation these measures should be maintained until at least 12 months have passed without new exportations.
Reference: WHO Global Polio Eradication Initiative.
a
By Dr. Firoze R. Patel
Key Performance Indicator, a type of Performance Mea-
surement is critical for evaluating an organization’s success. More and more com-panies are learning to identify the right KPI that relies upon a good understanding of what is important to the organiza-tion.
IT Analyst, Syed Arif Hussain
conducted an hour session on “Key Performance Indicator” on 20 December 2013 at City Office.
The session provided the par-ticipants an avenue to un-
derstand what is important to organization, various methods to assess the key
activities and their links to the selection of indicators.
a
trainings Programs by volunteers:Key Performance Indicators
By Syed Arif Hussain
r e C r u i t M e n t & t r a i n i n G solutions to the puzzles on page 20
ACROSS: 1 prompter. 6 stigma. 9 soften. 10 pleasure. 11 gendarme. 12 tiered. 13 mad as a hatter. 16 counter-tenor. 19 crisis. 21 plantain. 23 moderate. 24 Oporto. 25 Kenyan. 26 settlers.
DOWN: 2 roofer. 3 muted. 4 Tonbridge. 5 repress. 6 smelt. 7 inspector. 8 murderer. 13 monastery. 14 hang about. 15 foursome. 17 topless. 18 bitter. 20 stain. 22 troll.
CRYPTOGRAM: Mistakes are, after all, the foundations of truth, and if a man does not know what a thing is, it is at least an increase in knowledge if he knows what it is not.
20
Spr
ing
20
14
– l
eiS
ur
e
l e i S u r e
aCROss
1. He helps those lost for words (8)6. Letter from Europe takes time to reach Mark (6)9. Society leader frequently shows temper (6)10. Request certain to provide delight (8)11. Nice policeman? (8)12. Fatigued when restricting Ecstasy in ranks (6)13. Mother, awfully sad at heart, is absolutely crazy (3,2,1,6)16. Singer is against note being heard (7-5)19. Credit given to goddess in difficult time (6)21. Bloomer left social worker in agony (8)23. Control price of fashion? (8)24. Left in centre of spooky Portuguese city (6)25. Yankee almost upset North African (6)26. They pay for colonisers (8)
DOWn
2. Tradesman ho spends a day on the tiles? (6)3. Subdued slander about Lawrence (5)4. Not up to game in Kentish Town (9)5. Restrain salesman on ship (7)6. Caught a whiff of fish (5)7. Edited one script for Morse? (9)8. Concerning racehorse, raised Cain perhaps (8)13. Brothers are kept in order here (9)14. Stay to suspend a fight (4,5)15. Two pairs make ’em we’re told (8)17. Put the French in elevated spot offering view of Bristol (7)18. Very cold beer (6)20. Blemish isn’t a problem (5)22. Ring about right nuisance on the internet (5)
Challenging sudoku!
Symbols to use: 123456789ABC
Cryptograms
Cryptic Crossword
Quotable Quotes
Answers on page 19
Cryptograms are simple-substitution ciphers where every letter of the alphabet has been switched. Your task is to use pattern recognition and your grammar and vocabulary abili-ties to decipher the hidden quotes.
Hint: start with the 1, 2 and 3 letter words, and remember that the most common letters in the English language are E-T-A-I-O-N, in roughly that order. Good luck!
– Carl Jung
C U W X P E Z W P L Z , P B X Z L P T T, XG Z
B Q D F Y P X U Q F W Q B X L DXG , P F Y U B P
C P F YQZ W F QX E F Q J J G P X P XG U F R
U W, U X U W P X T Z P W X P F U F H L Z P W Z
U F E F Q J T Z Y R Z U B G Z E F Q J W J G P X U X
U W F QX .
“Be undeniably good. No marketing effort or social media buzzword can be a substitute for that.”
—Anthony Volodkin, Hype Machine founder
“If you can’t feed a team with two pizzas, it’s too large.” —Jeff Bezos, Amazon founder and CEO
“You don’t learn to walk by following rules. You learn by do-ing and falling over.”
—richard Branson, Virgin group founder
“The most dangerous poison is the feeling of achievement. The antidote is to every evening think what can be done better tomorrow.”
—ingvar Kamprad, iKEA founder
“The way to get started is to quit talking and begin doing.” —Walt Disney, Disney founder
“I never took a day off in my twenties. Not one.” —Bill gates, Microsoft co-founder
21
لوٹ کیمیکل پاکستان نے اپنے ادارے میں سیکھنے کا ایک ماحول بنانے کی ہمیشہ حوصلہ افزائی کی ہے جہاں پر مالزمین اپنی سیکھی ہوئی چیزوں کا لوٹ ہیں۔ کرتے اشرتاک سے کارکنان ساتھی اپنے پروگرام ڈیویلپمنٹ فیکلٹی کا پاکستان کیمیکل سیکھنے کی اس فضا کو بنانے کے لیے ایسا ہی ایک پلیٹ فارم ہے۔ لوگوں نے رضاکارانہ طور پر مندرجہ
ذیل تربیتی نشستیں منعقد کی ہیں:
رضاکارانہ تربیتی پروگرامز: کی پرفارمنس انڈیکیٹرز )کارکردگی کے
بنیادی مظاہر(از سید عارف حسین
لوٹ کیمیکل پاکستان کی 16ویں ساالنہ جرنل میٹنگ 26 مارچ 2014 کو بیچ لگژری ہوٹل کراچی میں 31 دسمرب 2013 کو ختم ہونے والے سال کے لیے کے لیے ساالنہ حسابات کی منظوری اور دیگر عام اور خاص امور کے لیے منعقد
کی گئی۔
حصہ داران کو کمپنی کی ساالنہ کارکردگی کے متعلق بتایا گیا اور یہ بتایا گیا کہ انتظامیہ آئیندہ آنے والے چیلنجز سے منٹنے کے لیے کیا
سوچ رہی ہے۔ حصہ داران نے لوٹ کیمیکل کے مستقبل کے منصوبوں میں گہری دلچسپی کا اظہار کیا۔
حصہ داران نے لوٹ کیمیکل پاکستان کی انتظامی ٹیم کی کوششوں اور لوٹ گروپ کی اس ملک میں ایک رسمایہ کار کے طور پر دلچسپی کو رساہا۔
لوٹ کیمیکل پاکستان کے 16ویں ساالنہ جرنل میٹنگ
a
کی پرفارمنس انڈیکیٹر جو کہ کارکردگی کی پیامئیش کی ایک قسم ہے، کسی ادارے کی کامیابی کا اندازہ ہے۔ کا حامل اہم حیثییت انتہائی ایک میں کرنے زیادہ سے زیادہ کمپنیاں ایسے درست کے پی آئی کا تعین کرنا سیکھ رہی جس کا انحصار اس بات کو اچھی طرح سے سمجھنے پر ہو کہ ادارے کے لیے
کیا چیز اہمیت کی حامل ہے۔
آفس نے سٹی اینالسٹ سید عارف حسین ٹی آئی 20 دسمرب 2013 کو”کی پرفارمنس انڈیکیٹر” پر ایک گھنٹے کی ایک نشست منعقد کی۔ اس نشست میں رشکاء کو یہ سمجھنے کا ایک موقع مال کہ ادارے کے لیے کیا چیز اہم ہے اور ساتھ ہی اہم رسگرمیوں مختلف اور طریقوں مختفف کے کرنے جانچ کی کو تعلق کے ان ساتھ کے کے( )کارکردگی مظاہر
لوٹ پاکستان فیکلٹی ڈیویلپمنٹ پروگرامسمجھنے کا موقع مال۔
ایگزٹ انٹرویو )مالزمت چھوڑنے والے مالزم کے لیے سوالنامہ( و آر پی
آر از عارف رضا
ایچ آر سسٹمز سے آگاہی کے سلسلے میں مینیجر ایچ آر اینڈ ٹریننگ مسٹر عارف رضا نے پالنٹ میں پرایک سسٹمز رپورٹ ریویو اور انٹرویو “ایگزٹ مخترص نشست منعقد کی۔ اس نشست میں ایگزٹ انٹرویوز اور ریویو رپورٹ سسٹمز پر ڈیٹا بیس کے
ذریعے کاروائی کرنے کے متعلق بات کی گئی۔
از: عارف رضا
a
از: زین تالپور
22
کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کے پالنٹ کے ایل پی سی ایل نے وفد ایک کورین وفد یہ کیا۔ دورہ کا عامرت کی معارشے کے منائیندہ افراد پر مشتمل تھا
سابقہ میں پاکستان رسبراہی کی اس اور سفیر جناب او جے ہی کر رہے تھے اور ان کے
کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کا دورہجرنل کونسل کے کوریا میں کراچی ہمراہ
بھی تھے۔
اس دورے کا مقصد خیر سگالی کی بنیاد ڈالنا اور دو دوست ملکوں کے درمیان بہرت
مفاہمت اور تعلقات کو فروغ دینا تھا۔
وفد کے ارکان کی آمد پر ان کو پالنٹ کے متعلق بتایا گیا اور اس کے بعد ان کو پالنٹ کا دورہ کرایا گیا۔ انہوں نے ایچ ایس ای کے معیار اور اس سٹیٹ آف دی آرٹ پالنٹ کو چالنے میں عملے کی پیشہ
ورانہ مہارت کی بہت تعریف کی۔
از: اسد اللہ چغتائی
a
a
اس سے بس رصف یہ مراد ہے کہ اگر آپ کو اپنی مالزمت کی رضورت ہے تو آپ کو اس کے لیے کیا کرنے کی رضورت ہے؛ نہ اس سے زیادہ نہ کم
ایک خود سے چلنے واال نظام بنانے کے لیے جو کہ کام کے ایک صاف ستھرے کی پالنٹ کے ایل پی سی ایل سکے رکھ برقرار کو ماحول مؤثر اور
عامرت میں 26 نومرب 2013 کو5S کی رسگرمیوں کا آغاز کیا گیا تھا۔ جناب آصف سعد اور جناب محمد وسیم نے S5 کی رسگرمیوں میں حصہ لیا۔ پروڈکشن، ٹیکنیکل اور انجینرئنگ کے شعبوں کے مالزمیں
میں سے مخترص گروپ ٹیمیں بنائی گئیں۔ متام پالنٹ کو 49 بالکس میں تقسیم کر دیا گیا ہے اور پروڈکشن اور ورکشاپ کی ٹیموں میں سے
ہر ٹیم کو 5 اور لیبارٹری کی ٹیموں میں سے ہر ٹیم کو 2 بالکس تفویض کیے گئے ہیں۔
کی معلومات متعلق سے بالک ٹیز جی ایس اور رکھنے نظر پر رفت پیش S5 ایکٹویٹی بورڈز بنائے گئے۔ ہر ٹیم متعلقہ عالقے میں S5 منائیش کے لے
لوٹ کیمیکل کے نئے سی ای او کے طور پر
جناب یونگ نیون کی تقرری
اپریل 31 کیمیکل سے لوٹ کی سعد آصف جناب میں نتیجے کے ریٹائرمنٹ وقت از قبل کو 2014چیف کا پاکستان لوٹ کو کم نیون یونگ جناب
ایگزیکٹو مقرر کیا گیا ہے۔
کی ان کو کم نیون یونگ جناب ہم ہیں کرنے پیش باد مبارک پر تقرری اظہار کا متناؤں نیک لیے کے ان اور
کرتے ہیں۔
از: عنربین ملک
a
کی رسگرمیوں کو بروئے کار النے کے لیے ہفتے میں پوری تندہی سے 2 گھنٹے رصف کرتی تھی۔ باقاعدہ ہفتہ وار میٹنگز بھی منعقد ہوتی تھی جن میں ٹیمیں مسائل پر گفتگو کرنے کے عالوہ S5 کے مزید مواقع کی نشان دہی بھی کی
جاتی۔
پالنٹ والوں کے سوچنے کے انداز میں واضح طور پر بہرتی دیکھی گئی ہے۔ پہال بالک مکمل ہو گیا ہے اور پہلے بالک کے مکمل ہونے کے بعد ایس جی ٹیز نے کل 559 مسائل کی نشان دہی کی جن میں سے 214 کو ایس جی ٹیز نے خود ہی حل کر لیا۔ متام ممربان )پروڈکشن، انجینرئنگ اور ٹیکنیکل( نے ٹیم ورک کی اچھی صالحییتوں کا مظاہرہ کیا۔ ایس جی ٹی کے ممربان کو پالنٹ کے مختلف حصوں کے بارے میں آگاہی بھی حاصل ہوئی جس سے ان کے علم میں اضافہ ہوا۔ S5 چونکہ ایک مسلسل سفر ہے لہذا امید کی جاتی ہے کہ ایس جی ٹیز والے اپنے کام کی جگہ میں مستقل
بنیادوں پر بہرتی التے رہیں گے۔
از: عائشہ معین
5S کے پہلے بالک کا مقابلہ
23
سسٹین ایبیلیٹی ڈیپارٹمنٹ نے 22 جنوری 2014 کو ایک شاندار تقریب تقسیم کوالیفائینگ کو جاب 24 مالزمین کل میں تقریب اس منعقد کی۔ انعامات انٹرنل فیکلٹی ریکیگنیشن پروگرام )آئی ایف آر پی(، پروگرام )جے کیو پی(، بہرتین S5 سلوگن کے تحت اور ایس(، آر )ایس ریوارڈ سسٹم اینڈ سجیشن اسناد اور انعامات سے نوازا گیا جناب آصف سعد نے بطور مہامن خصوصی جناب محمد وسیم اور جناب یون پایو ہانگ کے ہمراہ اس تقریب کو رونق بخشی۔ اس تقریب کا مقصد ان متام مالزمیں کی کوششوں کو رساہنا تھا جنہوں
نے مختلف سطحوں پر ترغیب کو فروغ دینے میں پیش قدمی کی۔
تقریب کا آغاز جناب قمر عامل کے استقبالیہ سے ہوا جس میں انہوں نے معزز مہامنوں، انعام یافتگان اور دورسے مالزمین کو خوش آمدید کہا اور اس تقریب کے مقصد کے ساتھ ساتھ S5 کی رسگرمیوں کی
صورت حال کے بارے میں بتایا۔ اس کے بعد جناب آصف سعد نے تقریر کرتے ہوئے ان متام مالزمین کی کوششوں کو رساہا جنہوں نے مختلف انداز سے پیش قدمی کی تھا اور کمپنی کی ترقی کے لیے ان کی ان کی کوششوں کی
اہمیت کو اجاگر کیا۔
اس کے بعد اسناد اور انعامات تقسیم کیے گئے جن کا مقصد ان چیزوں کو رساہنا تھا
تقریب تقسیم انعاماتان لوگوں کی کامیابی جنہوں نے جاب کوالیفائینگ پروگرام )جے •کیو پی( کے تحت ستمرب 2013 میں مختلف سطح کی مہارتیں حاصل کیں۔ 6
مالزمین کو مختلف مہارتوں کے حاصل کرنے پر انعامات سے نوازا گیا۔
ان لوگوں کی پیش قدمی جنہوں نے اپنے قیمتی تجربات اور علم •کو دورسے مالزمین تک پہنچایا اور جنہوں نے آئی ایف آر پی کے تحت زیر انجینیرئز اور نو آموز کاریگروں کی تربیت کی۔ آئی ایف آر پی کے تربیت تحت مختلف قسم کی تربیت فراہم کرنے پر 12 مالزمین کو انعامات دیے
گئے۔
آنے پیش میں جگہ کی کام نے جنہوں کوششیں کی لوگوں ان •والی مشکالت کو حل کرنے کے لیے سجیشن اینڈ ریوارڈ سسٹم میں اپنی تجاویز درج کر کے پیش قدمی دکھائی۔ ایس آر ایس ڈیٹا بیس میں
تجاویز بیان کرنے پر 15 مالزمین کو انعامات دیے گئے۔
S5 اور آخر میں ایس جی ٹی کا جوش و خروش جنہوں نے بہرتین •سلوگن کا مقابلہ جیتا۔
از: عائشہ معین
a
a
ایک ہے جہاں پر تقریباً ۱۳ الکھ لوگ رہتے ہیں۔ معمول سے ۴۰ فیصد کم بارشوں کی وجہ سے مقامی لوگوں کے ذریعہ معاش پر شدید اثر پڑا ہے۔ اخباری خربوں کے مطابق لگ بھگ ۱۸۰ لوگ جن میں سے زیادہ تعداد بچوں کی ہے، غذا کی قلت کی
وجہ سے جان سے ہاتھ دھو بیٹھے ہیں۔
ایل ہوئے رکھتے میں ذہن کو حاالت سنگین ان میں ضلعے سی پی ایل کے منائیندگان جن میں راجہ وحید )کارپوریٹ ایچ آر مینیجر(، اسداللہ چغتائی )سیکیورٹی مینیجر(، رضوان احمد تالپور )کمیونیکیشنز مینیجر( نے ضلع )آئی آر ۔۔۔( اور زین عمر کوٹ کے سات گھنٹے کے سفر )کراچی سے ۴۰۰ کلومیٹر( کا آغاز کیا جہاں حکومت سندھ نے ۲۵ دیہات کو ‘آفت زدہ’
قرار دیا تھا۔
کے ایل پی سی ایل بعد کے گزارنے رات میں کوٹ عمر منائیندگان نے رامرس مہنگھوار، تانے جی تھر، روہرارو، رام ہر، امدادی تک دیہات کے اٹاڈی اور کپلور سمہ، دابی وکلوکر،
سازوسامان کے ساتھ سفر کیا۔
ہاتھوں سے اپنے ایل کے منائیندگان نے نہ رصف ایل سی پی اور رضوری��ات کی متاثرین بلکہ کیا تقسیم سامان ام��دادی
مسائل کو سمجھنے کے لیے ان کے ساتھ وقت بھی گزارا۔
لوٹ کیمیکل نے ۸ دیہات میں ۷۰۰ قحط زدہ خاندانوں تک امدادی سامان پہنچایا۔
پہلے صفحہ سےجاری
تھر کا قحطکور سٹوری
اِس اِشو میں...
ہمیشہ ایل( نے رضورت کے وقت پی )ایل سی پاکستان کیمیکل لوٹ آگے بڑھ کر پاکستان کے لوگوں کی مدد کی ہے۔ ۱۱/۲۰۱۰ میں ہامری طرف سے سیالب زدگان کی امداد کے بعد ایل سی پی ایل نے سندھ کے
عالقے تھرپارکر کے قحط زدگان کے لیے بھی امداد کا ہاتھ بڑھایا۔
میں سے اظالع ترین ملک کے غریب کا صحرائی عالقہ تھرپارکر
تقریب تقسیم انعامات
5S کے پہلے بالک کا مقابلہ
۳۲
۲۱
کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کا دورہ
لوٹ کیمیکل کے نئے سی ای او کے طور پر جناب یونگ نیون کی تقرری
۲۲
۳۲
Life @ Lotte Chemical is a corporate newsletter intended for employees and partners of Lotte Chemical Pakistanspring 2014
تھر کا قحط
از: زین تالپور
کور سٹوری
ساالنہ 16ویں کے پاکستان کیمیکل لوٹ جرنل میٹنگ
لوٹ پاکستان فیکلٹی ڈیویلپمنٹ پروگرام
۲۱
۲۲
اگلے صفحہ پرجاری