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Implementation of HR Policies in Descon
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Date of Visit
Monday January 13, 2013
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INTRODUCTION
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•DESCON
DES : DESign
CON: CONstruction
• Establishment
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DESCON COMPANIES
ENGINEERING
CHEMICAL &
TRADING
POWER
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ENGINEERING
CHEMICAL &
TRADING
POWER
DESCON
ENGINEERING
LIMITED
Descon
Abu Dhabi
Descon
Hamriya
Descon
Qatar
Olayan Descon
Saudi Arabia
Tawoos Descon
Oman
JGC Descon
Lahore
Presson Descon
Lahore
Gray Mackenzie
UAE
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ENGINEERING
CHEMICAL &
TRADING
POWER
Descon Chemicals.
Descon Oxychem
Jotun Powder
Nimir Resins Ltd.
Descon Corporation
Descon Trading
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ENGINEERING
CHEMICAL &
TRADING
POWER
450 MW CCPP
Rousch Pakistan Power
Ltd
30 MW
Altern Energy Ltd
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MR. AMIR IQBAL
Lead HR Operations
DEPARTMENTS
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There are three heads of Departments
in DESCON.
• Business Support Departments
• Business Area
• Revenue Centers
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HUMAN RESOURCE
DEPARTMENT
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DESCON’s human resource
department has two levels.
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Corporate level
•
Strategic Business unit level
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DESCON’s corporate level HR
department has 5 sections:
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•
•
•
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Recruitment and Selection
Training and development
Compensation and benefits
HR operations
Organizational development
and design
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ESTABLISHEMENT
OF POLICIES
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PROCEDURE
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•
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•
•
•
•
•
•
•
•
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Foresee problem
Find root cause
Search options
Screen relevant information
Discuss suggestions with board
Think rationally
Decide
See financial impact
Policy within budget
Document the policy
Review it
Give notice
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IMPLEMENTATION OF HUMAN
RESOURCE POLICIES
• Equal Employment Opportunity
– Follows EEOC
– Promotes handicapped and disabled
– Male-female ratio
• QHSE Policy
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• Alternative Job Schedules and
Arrangements
– Flextime
– Telecommunicating
– Contractual workers
– Standard workweek
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INDUCEMENTS
•Events
•Physical work environment
•International Exposure
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HUMAN RESOURCE
OPERATIONS
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JOB ANALYSIS
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•
•
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Job Planning
Job Budgeting
Job Description
Job Specification
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RECRUITMENT
• Internal Recruitment
• External Recruitment
• Rehiring Policy
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SELECTION
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Screening of Application Form
Preliminary Interview
Selection Tests
Second Interview
Final Interview
Reference Checking
Physical Examination Test
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ORIENTATION
Process:
• Need determination for orientation
program
• Designing of orientation program
• Implementation of orientation
program
• Analysis of orientation programming
and Development
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TRAINING
• Training Session
• Internal and External
• Job dependent
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TRAINING EVALUATION
Donald Kirkpatrick’s Model
• Immediate feedback
• Test the learning by taking quiz
• Behavioral change in the employees
• Profitability of training
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CAREER DEVELOPMENT
•Based on efficiency and
experience
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SAFETY AND HEALTH
• Medical Reimbursement
• Insurance Facility
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BENEFITS GIVEN TO
EMPLOYEES
Retirement
Provident Funds
Leaves
Cost of living allowance and
adjustments
• Transportation Services and
Allowances
• House Allowances
• Other Rewards
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•
•
•
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PERFORMANCE APPRAISAL
• Annually
• Climate Survey
• Conduction of Process
• Human Resource Department
• Respective Head
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CONCLUSION
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QUESTIONS
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