training and development at descon
TRANSCRIPT
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Adeel Anwar - 101518
Muhammad Usman - 101519
Human Resource ManagementHuman Resource Management
Presented to:Presented to: MrMr SajidSajid AsgharAsghar RanaRana
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Introduction
SWOT Analysis
Human Resource Development Training and Development
Recommendation
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Company DESCON Engineering
DESign and CONstruction
Construction and Manufacturing
Set up in December 1977
First Pakistani MultinationalCompany Employs over 34000 Group of ventures
Project Management, EPC, Engineering,Manufacturing,Construction, Maintenance, SoftwareDevelopment, Mining,Chemicals and Trading.
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Services
EPC, Project Management, Engineering,
Construction, Maintenance and Manufacturing Locations
Worldwide
Pakistan, The UAE, Saudi Arabia, Qatar, Oman, Egyptand Afghanistan
National
Karachi, Lahore and Islamabad
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Joint Ventures
JGCCorporation - Japan, Enerflex Presson
Canada, and Eckrohr Kessel Germany. Clients
Sabic, Aramco, Adnoc, Borouge, Gasco, QatarPetroleum and WAPDA, NHA, OGDCL at home
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Vision To become a world class engineering,
manufacturing and construction companyoperating internationally Mission
"To provide our valued customers with cost
effective and reliable solutions in projectimplementation and be recognized as the leadingmanufacturer ofhigh quality equipment forplants."
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Competitors Habib Rafiq Limited
Rockmore PrivateL
imited Century Builders
Process Dynamics Engineering &ConstructionIndustry
AL
-EMARAT Real Estate &C
onstructionC
ompany SKAFS International (Pvt) Ltd
Al-Arz Estate & Developers
Pak Real Estate
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Strengths
A well designed and managed global conglomerate.
Diverse workforce coming from 5 different nationswith diverse knowledge and work patterns.
Highly professional environment. Defined andspecialized departments for each and every activity.
Proper and clear hierarchy and project wisedecentralization.
Highly professional hiring and recruitment.
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Weaknesses
Burden of work on the employees that makes
them feel tired and tensed Lack of internal collaboration within the
employees.
Less opportunities to the employees toparticipate in all the activities at corporate leveldue to the heavy burden of work
Employee retention issues
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Opportunities Can explore the markets of Malaysia and Africa for
its construction and engineering business. Can expand its business in the areas Baluchistan
and Gawadar
Can enter in the businesses of construction in real
estate/h
ousing societies business Can also venture into area of waste recycling
business whichwill also help it deal with its ownwaste dumping problems
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Threats
The energy crisis within the Pakistan
The economic crisis or recession results in changein the policies that could affect the organization
Any change in trade laws of foreign countrieswhere Descon is having its SBUs
The terrorism activities and law and orderconditions
International war invasion
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Core Functions
Recruitment & Selection
Compensation & Benefits Training & Development
Organizational Development
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Culture & Environment Diversity of skills, background, viewpoints and
experiences From around the world having over thirty five
different nationalities Hire the best, based on merit, skills, abilities No race, color, religion, gender, national origin and
any ethnic background. Encourage employees to maintain their work life
balance Strongly believe that giving maximum ease to
employees shapes up corporate culture
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Quality, Health, Safety and Environment(QHSE) at DESCON
DEL
understand th
e value ofh
uman life andsustainable development for healthy growth of acommunity.
Descons QHSE program ensures these goals by
exercising zero tolerance for errors in theimplementation of best Industrial QHSE practices.
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HRM Audit To try to answer such questions as:
Are the mission and strategy of the human resource
organization designed to match the business strategy ofthe Descon EngineeringCo.?
Does the design of the human resource organization
enhance its ability to accomplish its strategy?
Are the kinds of people who run the human resourcefunction good choices for the ongoing task?
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Human Resource Development Philosophy
Believe that team building is a unique strength in
our project management business. HR Development plays a vital role in team
building through internal career developmentplans and takes full advantage of lateral entrants
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Role of HR Development Manager Evaluator: Evaluation of the HRD programs
impacts and effects on organizational efficiency Management Specialist: Management of the
organizational learning system
Strategist: Responsible for long term planning
and integrating of HRD into th
e organization Marketing Specialist: Responsible for the
advancement of HRD within the organizationthroughwell defined and effective networks
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Activities Training needs analysis Career path development (Career Path for Engineers)
Succession planning Training calendar In-House training programs Training on various training institutions, Local and Overseas
Management Trainee andCadet Engineer Program
On-job coaching Employee counseling Internship management Event Management Long Service Awards (LSA)
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Descon Training Institute (DTI) Fresh graduates Project managers Departmental heads Technical staff Potential leaders
Vision of DTI To bring the institute to world class standard in
disseminating quality training and meeting thecompany manpower requirements & gearing theeconomic growth of the nation.
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Objectives of DTI
To promote study & application of professional
principles and practices To disseminate training for technical
advancement & technology
To exchange & share knowledge, research,
techniques, information and skills To cooperate & collaborate with local and
international institutions, bodies & agencies
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DTI: Internship Programs
Preparing and giving limit to exposure to future
potentialhuman resource Comprehensive 4-6 weeks internship program
every summer
For engineering as well as management students
The Interns are given exposure to actual systemsso that they can improvise theoretical knowledgelearnt at campus with real time practice
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DTI: FreshGraduate Training To meet future human resource needs by employing
fresh graduate engineers
Trained by making them understand vision, mission,goals, business processes, and policies of the company
Supported by eight full fledged and detailed-trainingmodules
Provides each individual an effective platform to gain
useful knowledge in the shortest possible time Management trainees hired as contractual employees
under a 3-year service bond with 1 year classroomtraining and 2-year fieldwork
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DTI: Orientation Program
History, policies, practices, rules and regulationsof the organization
An overview of the department, the employeejoints
An introduction to the work environment, co-
workers, superiors, and sub-ordinates. length of the program depends on the employee
for whom the program is conducted. i.e. local,foreigner
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Designer Head of HR Department
Training Specialists
Immediate Supervisor
Head of the Department in which the employee isselected
Orientation Program: 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 and development Programs
To remove these weaknesses
All the training cost is incurred by the company Trainings are in-house or in other institutes
Training Need Assessment
Process period is lesser th
en six month
s Investigated strength and weakness of employees
Trainings decision are made through employees selfassessment, performance record, and questionnaire.
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Training Design After Need Assessment
Setting Objectives
Goal oriented and Specific Developing Lesson Plan
Activities of training
Selecting trainer/leader Internal / external trainer
Selecting program methods and techniques In-House training On-the-Job Training
ProgramConducted Abroad
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Rotation plan 18 months rotation program For Engineers
General trainings Project Management Training SupplyChain Management forCommercial Managers Proposal & Estimation C
ontracts Management HSE for Line Managers Finance for Non-Finance Managers HR for Line Managers Project Planning & Scheduling
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Criteria for training Evaluation
The impact of training is evaluated at the end of
th
e training by HR team The feedback and evaluation given by the trainer
The performance appraisal
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Career Advancement Management Evaluation Scheme (MES)
Career ladders of employees are developed andsuccession planning is done to identify futureleaders.
Fresh graduates are also developed as a potentialresource
Planned rotations
Mentorship.
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TrainingCDs should be provided including
reading material, videos, pictures and
diagrams. Database of the trainings imparted should be
prepared
Transfer of training should be emphasized