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This document summarizes key aspects of human resource management at DESCON engineering company. It discusses [1] the company's introduction and history, starting in 1977 in Lahore, Pakistan and growing to serve industries across Pakistan and the Middle East. It then [2] outlines DESCON's approaches to major HR functions including recruitment and selection, training and development, compensation and benefits, occupational health and safety, and industrial relations. [3] Key policies on communication, performance management, and terms of employment are also summarized. The presentation provides an overview of DESCON's HR philosophy and management of its most important asset - its employees.
This document summarizes key aspects of human resource management at DESCON engineering company. It discusses [1] the company's introduction and history, starting in 1977 in Lahore, Pakistan and growing to serve industries across Pakistan and the Middle East. It then [2] outlines DESCON's approaches to major HR functions including recruitment and selection, training and development, compensation and benefits, occupational health and safety, and industrial relations. [3] Key policies on communication, performance management, and terms of employment are also summarized. The presentation provides an overview of DESCON's HR philosophy and management of its most important asset - its employees.
This document summarizes key aspects of human resource management at DESCON engineering company. It discusses [1] the company's introduction and history, starting in 1977 in Lahore, Pakistan and growing to serve industries across Pakistan and the Middle East. It then [2] outlines DESCON's approaches to major HR functions including recruitment and selection, training and development, compensation and benefits, occupational health and safety, and industrial relations. [3] Key policies on communication, performance management, and terms of employment are also summarized. The presentation provides an overview of DESCON's HR philosophy and management of its most important asset - its employees.
ALAF MUHAMMAD Ei10MBA110 ABUBAKER SHAHBAZ Ei10MBA112 Waris Ali Ei10MBA079 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 of building a lasting institution prominent for its professionalism and distinguished by the desire of creating a world-class engineering powerhouse. HISTORY Descon was established in 1977 with 4 employees in Lahore (Pakistan) providing engineering services to process plants, today Descon is a major player in the region serving the oil and gas, chemical, petrochemical, cement, power and infrastructure sectors in Pakistan and the Middle East. 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 activities portfolio: 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 jobs duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities.
Job Specification A list of jobs 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 Recruitment & Selection:
1. Recruitment Process at DESCON :
Sources & Modes of Recruitment: Job Posting. Advertisement
Pre-employment medical test Offer Letter Joining Report Probation Period Confirmation Letter Resignation Termination or Dismissal Retirement Clearance Certificate Recruitment & Selection:
3. Induction Process at Descon
Pre-employment medical test
Offer Letter
Joining Report
Probation Period
Confirmation Letter Muhammad Nasir Ei10MBA090 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 Philosophy Based 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 policies Exercise leadership by demonstrating Integrity Professionalism Courage of their convictions Concern for the feeling of others Establish relationship to encourage 2-way communication Accept & 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 Muhammad Ei10MBA110 Salary Administration. Pay Day: Salary payment is made typically around the 25th of the month.
Deductions: Deductions from the employees 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.
Salary Administration. Approval Process:
Factors which may be considered in deciding the approval are:
Purpose of financial assistance and its urgency and criticalness.
Employees service period with the organization.
Prior record, if exists, of the similar assistance.
Salary Administration. 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 but they 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. Industrial Relation. 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.
Industrial Relation. 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 Shahbaz Ei10MBA112 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. Systems of Communications. It is the only thing which helps to connect the HR Management Department with other departments, individuals and as well as with independent groups.
Forms of communication in the Company:
Memos Research Articles Letters Addressing Declarations Manuals Press Releases Notices Campaigns Staff Meetings Annual General Meetings
Systems of Communications. All employees are responsible ensuring that they are familiar with the companys 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 employees 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 the establishment 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: Terms & Conditions of Employment. 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. Terms & Conditions of Employment. 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 months salary in lieu of notice.
When necessary and practical, the factors contributing to employees resignation will be discussed in an Exit Interview. Thank you