DESCON
November 2008
1
HK000NG2
Who are we?
ENGINEERING
CHEMICAL &
TRADING
POWER
2
–2–
Descon Companies
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
3
Descon Companies
ENGINEERING
CHEMICAL &
TRADING
POWER
Descon Chemicals.
Descon Oxychem
Jotun Powder
Nimir Resins Ltd.
Descon Corporation
Descon Trading
4
Descon Companies
ENGINEERING
CHEMICAL &
TRADING
POWER
450 MW CCPP
Rousch Pakistan Power Ltd
30 MW
Altern Energy Ltd
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Descon Engineering
Key Milestones
Company
registered under
the name Design
Engineering
Services and
Construction
(“DESCON”)
I
Office
established
in Abu
Dhabi
Tawoos Descon
International, a
JVFcompany,
established in
Oman
Descon
Engineering
Qatar LLC
established;
Yanbu (saudi
Arabia)
Workshop
commissioned
Descon Chemicals
1982
Descon
acquires a
small sulphuric
acid
manufacturing
unit, renamed
as Salfa
Chemicals
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Descon
Engineering
Ghayathi
shop
establishe
d in Abu
Dhabi
Work
force
26000
+
Countri
es
6
Offices
15
2004
1980
1977
Hamriyah
Manufacturing
Works,
Sharjah,
commissioned
Descon
acquires Delta
Industries
(Pvt) Ltd.;
Salfa merged
into Delta
Industries
1986
1998
Launched unsaturated
Polyester
Business venture with
Reichhold Chemicals,
USA
Introduced chemical
range for textile and
paper industry
Technical
collaboration with
ENKIM, Turkey
2002
2005
2006
Company
name
changed
to
Dawchem
Industries
(Pvt) Ltd.
Descon
acquires
Nimir
Resins
Limited
Notable Achievements
2008
Descon Oxychem Limited
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Hydrogen Peroxide Industry- Product Overview
The Product
Hydrogen peroxide (H2O2) is a weak acid composed of
water and hydrogen gas
The chemical is an economically viable and
environmentally friendly oxidizing agent that is used in
a number of industries, particularly in bleaching and
sterilization processes
H2O2 qualifies as a bio-degradable product since the
residual products after reaction are simply water and
oxygen
In Pakistan, the major demand for H2O2 is derived
from the textile industry and the paper and pulp
industry
Until Sitara Peroxide set up its H2O2 plant in 2007, the
demand for H2O2 was entirely met through imports
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Chemical Structure
H2O2
Project Detail
Project Implementation Schedule
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Activity
Completion Date
Acquisition of Land
Acquired
Civil Work
100 % of civil work has been completed
Arrival of Machinery
100% complete
Erection / Installation
100% complete
Plant Commissioning
October 2008
Trial Production
November 2008
Commercial Production
December 2008
–
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–
Market Segments
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
Textile Industry.

Paper & Board Industry.

Food & Packaging.

Pharmaceuticals.

Mining Sector.

Cosmetics.

Water Treatment Plants.
Our Focus
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
Consistency in Quality

On Time Delivery

Price

Technical Services
PERFORMANCE MANAGEMENT
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Performance Management

It is a continues process of identifying,
measuring, and developing the performance of
individuals and teams and aligning performance with
the strategic goals of the organization.
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
Continues process

Alignment with strategic goals
AIMS AND ROLES OF PM SYSTEM
Strategic Purpose:
The first purpose of performance management systems is to help top management achieve
strategic business objectives.
Administrative Purpose:
A second function of performance management systems is to furnish valid and useful information
for making administrative decisions about employees.
Information Purpose:
Performance management system serve as an important communication device. First, they inform
employees about how they are doing and provide them with information on specific areas that may
need improvement. Second, related to the strategic purpose, they provide information regarding
the organization’s and the supervisor's expectations and what aspects of work the supervisor
believes are most important.
Developmental Purpose:
Feedback is an important component of a well-implemented performance management system.
This feedback can be used in a developmental manner. This feedback allows for the identification of
strengths and weaknesses as well as causes for performance deficiencies.
Organizational Maintenance Purpose:
To provide information to be used in workforce planning.
Documentation Purpose.
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Performance Management Contribution
A performance management system can make the following important
contributions:
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
Organizational goals are clearly defined

Increased motivation to perform.

Increased Self Esteem.

Managers gain insight about subordinates.

The definitions of job and evaluation criteria are clarified.

Self-insight and development are enhanced.

Employees become more competent.

Better and more timely differentiation between good and poor performers.

Supervisor’s views of performance are communicated more clearly.

Administrative actions are more fair and appropriate.

Organizational change is facilitated.
CHARACTERISTICS OF PM SYSTEM
01. Strategic Congruence:
The system should be congruent with the unit and organizational strategy.
In other words, individual goals must be aligned with unit and organizational
goals.
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02. Thoroughness.
03. Practicality.
04. Meaningfulness.
05. Specificity.
06. Identification of effective and ineffective performance.
07. Reliability.
08. Validity.
09. Acceptability and fairness.
10. Inclusiveness.
11. Openness.
12. Correct ability.
13. Standardization.
14. Ethicality.
Performance Management
DISATVANTAGES /DANGERS OF POORLY IMPLEMENTED PM SYSTEMS












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Increased turnover.
Use of misleading information.
Lowered self-esteem.
Wasted time and money.
Damaged relationships.
Decreased motivation to perform.
Employee burnout and job dissatisfaction.
Increased risk of litigation.
Unjustified demands on managers’ resources.
Varying and unfair standards and ratings.
Emerging biases.
Unclear ratings system.
HR Planning
Recruitment &
Selection
Performance
Management
Training & Management
Development/Orientation
Performance
Evaluation
Compensation &
Benefits
Promotion &
Transfers
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HR Planning
Organizational Goals & Objectives.
Alignment of Organizational Goals & Objectives with HR Requirements.
a) Identification of the required manpower with Time Lines.
b) Finalization of the organogram.
c) Finalization of the Head Counts & Payrolls.
d) Identification of the Sources. Mix of experienced and fresh graduates.
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Recruitment & Selection
•
•
•
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Finalization of Job Description and Job Specification
a)
HR Department
b)
Concerned Operational Head
c)
Final Approval of the Management
Sourcing
1.
Advertisement
a)
Managerial Level
b)
Supervisory / Technicians
2.
Professional Referrals
3.
Walking candidates
Interviews
a)
Corresponding Panels
b)
Levels of Interviews
•
Written / Professional Test
•
Final Selection and negotiations (Salary, Joining Date)
•
Offer letter & Appointment letters
Orientation & Training
1. ORIENTATION
a) HR Level
b) Concerned Department
2. TRAINING PROGRAM
a) Internal Resources Persons
b) External Resource Persons
c) Representative of Vendors / Technical Experts
3. FUTURE TRAINING PROGRAMS
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Performance Evaluation
1. Performance Evaluation System
2. Performance Evaluation on completion of probation period
3. Performance appraisal of the employees on secondment
4. Performance appraisal of the permanent staff
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Compensation & Benefits
 Urgent need of the required staff & competencies
 Ongoing market rate
 Location & facilitation (Transport, Food etc)
 Pay for performance
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Employees Relations
 Promotion
 Transfer
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CONCLUSION
a) Best available tools of management
b) Open door policy
c) Ownership & commitment
d) Well defined tasks with time lines
e) Allocation of resources
f) Balance of authorities & powers
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