Descon (Final)

8/11/2019 Descon (Final)

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WARIS ALI Ei10MBA079 MUHAMMAD NASIR Ei10MBA090

ALAF MUHAMMAD Ei10MBA110

ABUBAKER SHAHBAZ Ei10MBA112



Waris AliEi10MBA079



Presentation Strategy:

• Company Introduction, History & Information.

• Vision & Mission Statements.

• Various Aspects of Human Resource Management at DESCON.

Job Description, Specification & Analysis

Recruitment & Selection. Training & Development.

Employees Service safety, Health & welfare.

Manpower Planning.

Salary Administration.

Industrial Relation. System of Communication.

Negotiation with Union.

Terms & Conditions of Employment at DESCON.



INTRODUCTION

Descon started in a small one room office in Lahore. The

pioneers of the company came from a fertilizer plant. It was the

entrepreneurial spirit of four people who had a vision ofbuilding a lasting institution prominent for its professionalism

and distinguished by the desire of creating a world-class

engineering powerhouse.





Company Information:

Over the last three decades Descon has evolved into a multi

faceted Engineering and Manufacturing concern and has

further spawned a group of ventures with a diverse activitiesportfolio: Project Management, EPC, Engineering,

Manufacturing, Construction, Maintenance, software

development, Mining, Chemicals and Trading, While the group

companies operate independently under a corporate structure.



“To become a world class engineering, manufacturing and

construction company operating internationally”





"To provide the valued customers with cost effective and

reliable solutions in project implementation and be

recognized as the leading manufacturer of high quality

equipment for plants."

Mission Statement



Job Description, Specification & Analysis

Job Description

It is a list of job’s duties, responsibilities, reporting relationships, working

conditions and supervisory responsibilities.

Job Specification

A list of job’s “human requirements” that is, the requisite education, skills,

personality, and so on.

Job analysis

It is the procedure for determining the duties and skill requirements of a job and

the kind of person who should be hired for it.



Recruitment & Selection:

Stages of the Human Resource Engagement:

Recruitment

Selection

Induction




1. Recruitment Process at DESCON :

• Sources & Modes of Recruitment:

Job Posting. Advertisement

• Job Analysis: Minimum Qualifications.

Computer Skills (Essential for Management Employees)

Previous Experience.




2. Selection Process at DESCON

•Initial written Test

• Primary Interview

• Final Interview




3. Induction Process at DESCON.

• Pre-employment medical test

• Offer Letter

• Joining Report

• Probation Period

• Confirmation Letter

• Resignation

• Termination or Dismissal• Retirement

• Clearance Certificate




3. Induction Process at Descon

• Pre-employment medical test

• Offer Letter

• Joining Report

• Probation Period

• Confirmation Letter



Muhammad NasirEi10MBA090



Training & Development:

• Orientation Program

• Training to new Employees

• Performance Appraisal

•

General Training• Technical Training

• In-House Training

• Out-sourced Training

• Quality Audit Training

• Evaluation



Employees Service Safety, Health &

Welfare:

Employees - The Force Behind Our Business and Change.

• Activities in Safety Sector:

Safety Education.

Quiz contests regarding “Safety on Job”.

• Activities in Health Sector:

Blood Screening Activities.

Water Filtration Plant. First Aid Facilities.



Employees Service Safety, Health &

Welfare:

Employees - The Force Behind Our Business and Change.

•Activities in Welfare Sector:

Maintaining Balance Between Work and Social Life.

(By issuing personal loans)

General Education.

Green Working Environment.

Employee Benefits.



HR PhilosophyBased upon well being of company as well as the Employees

Most valuable Asset = Employees

DESCON associates must be committed to following principles:-

Accept total responsibility for the success of company's HR philosophy

Have thorough knowledge of HR philosophy & programs

Ensure consistent & fair interpretation of personnel policiesExercise leadership by demonstrating

Integrity

Professionalism

Courage of their convictions

Concern for the feeling of others

Establish relationship to encourage 2-way communicationAccept & support decisions made

Apply the highest standards of ethics, integrity & honesty

Comply with company policy & procedures



Manpower Planning.

Manpower planning is a process which involves:

• Recognize how people develop.

• Identify the relationship between technical, functional and behavioral competencies

within DESCON.

• Identify various competency models and assessments.

• Recognize available tools and resources.

Steps for Manpower Planning at DESCON:

• Analysis of current Manpower situation.

• The creation of skill Inventory.

• The turnover problem & its overcome.



Alaf MuhammadEi10MBA110




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

• Deductions: Deductions from the employee’s salary account include:

Company loan repayments.

Income tax.

Provident fund contribution/ EOBI deduction.

• Salary Advance:

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

Serious illness in the immediate family.

Marriage in the immediate family. House building.

Any serious emergency.




• Approval Process:

Factors which may be considered in deciding the approval are:

Purpose of financial assistance and its urgency and

criticalness.

Employee’s service period with the organization.

Prior record, if exists, of the similar assistance.




Associates Benefits:

• Car/Motorcycle.

• Bonus.

• Gratuity.

• Provident Fund.

• Group Life Insurance.

• Health Insurance/Hospitalization Plan.

• Personal Accident.

• Compensatory Leave.

• Inconvenience Allowance.• Personal Loan



Industrial Relation.

DESCON Culture:

• The management of DESCON ensures peaceful industrial

relations.

•

Although workers are encouraged to suggest improvements butthey cannot implement them on their own, unless authorized to

do so.

• Workers and DESCON both try to promote and foster an

atmosphere of mutual trust, confidence, understanding and

cooperation.




Right of DESCON :

• DESCON has the right to manage, control and use the property

of its enterprise and conduct its business in any manner

considered appropriate to it.

• DESCON has right to use the resources available to it including

Human Resource efficiently and effectively in the best interest

of the enterprise.




Rights of the workers:

• It is the right of workers to work according to

The jobs assigned .

Terms & conditions of the employment.

• Workers has inherent right to trade unionism and collective

bargaining and right to enjoy the benefits guaranteed to them.



Abubakar ShahbazEi10MBA112



Systems of Communications.

In DESCON communication is a very important aspect of the Human Resource

Management.

Forms of communication in the work place:

• Business Letters.

• Memos.

• Presentations.• Notices.

• Agendas.

• General Letters.

• Announcements.

•Meetings.

• Feedbacks.

• Policies.

• Group Discussions.




It is the only thing which helps to connect the HR Management

Department with other departments, individuals and as well as withindependent groups.

Forms of communication in the Company:

Memos Research ArticlesLetters Addressing

Declarations Manuals

Press Releases Notices

Campaigns

Staff MeetingsAnnual General Meetings




All employees are responsible ensuring that they are familiar with the company’s

rules on Acceptable and Unacceptable use of these resources.

Disciplinary Actions:

Disciplinary actions will consist of one or more of the following measures depending

on nature of offences:

• Verbal counseling.• Written warning.

• Suspension from work.

• Withholding the employee’s increment or promotion for a specified period

not exceeding one year.

•Demotion.

• Removal from that function or position.

• Termination of employment.



Negotiation with Union.

In DESCON the workers, without distinction whatsoever, have the

right to form and join the union of their own choice within theestablishment or industry.

Role of Collective Bargaining Agent in Union:

• Collective Bargaining Agent communicates his views in writing to

the other party in the case of any dispute.

• By union negotiation process or collective bargaining, Management

deals with issues or dispute.

• The issues might be about wages, hours and working conditions.



Terms & Conditions of Employment.

Employment:

• Filling the Job Opening:

• Personal Details:

Address. Bank Details.

Beneficiaries.

Contact.

Qualifications.

Past Experience.

Date of Birth.

NIC no.

• Total Remuneration:




Termination of the Employment:

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

• Resignation.

• Retrenchment.

• Dismissal by the company.

• Desertion.• On reaching retirement age.

The company reserves the right to reclaim all of its monies owed to the company by

an employee at the time of termination of employment, and all company property

must be returned prior to termination.




Resignation:

If an employee wants to terminate his/ her employment, then he/ she

must submit a written notice of resignation to his/ her manager.

The notice period is as follows:

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

• When necessary and practical, the factors contributing to employee’s

resignation will be discussed in an Exit Interview.



Thank you

Documents

Descon (Final)