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DESCON. November 2008. HK000NG2. Who are we?. 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.

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Presentation Transcript
slide1

DESCON

November 2008

HK000NG2

slide2

Who are we?

ENGINEERING

CHEMICAL &

TRADING

POWER

slide3

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

Descon Companies

ENGINEERING

CHEMICAL &

TRADING

POWER

slide4

Descon Chemicals.

Descon Oxychem

Jotun Powder

Nimir Resins Ltd.

Descon Corporation

Descon Trading

Descon Companies

ENGINEERING

CHEMICAL &

TRADING

POWER

slide5

450 MW CCPP

Rousch Pakistan Power Ltd

30 MW

Altern Energy Ltd

Descon Companies

ENGINEERING

CHEMICAL &

TRADING

POWER

slide6

Key Milestones

Descon Engineering

Office established in Abu Dhabi

Hamriyah Manufacturing Works, Sharjah, commissioned

Company registered under the name Design Engineering Services and Construction (“DESCON”)

Descon Engineering Qatar LLC established; Yanbu (saudi Arabia) Workshop commissioned

Ghayathi shop established in Abu Dhabi

Tawoos Descon International, a JV company, established in Oman

I

F

2004

1980

Descon Chemicals

1982

1986

1998

2002

2005

2008

1977

2006

Descon acquires a small sulphuric acid manufacturing unit, renamed as Salfa Chemicals

Company name changed to Dawchem Industries (Pvt) Ltd.

  • Launched unsaturated Polyester
  • Business venture with Reichhold Chemicals, USA
  • Introduced chemical range for textile and paper industry
  • Technical collaboration with ENKIM, Turkey

Descon acquires Delta Industries (Pvt) Ltd.; Salfa merged into Delta Industries

Descon acquires Nimir Resins Limited

Notable Achievements

hydrogen peroxide industry product overview
Hydrogen Peroxide Industry- Product Overview

The Product

Chemical Structure

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

H2O2

slide9

Project Detail

Project Implementation Schedule

slide10

Textile Industry.

Paper & Board Industry.

Food & Packaging.

Pharmaceuticals.

Mining Sector.

Cosmetics.

Water Treatment Plants.

Market Segments

slide11

Our Focus

  • Consistency in Quality
  • On Time Delivery
  • Price
  • Technical Services
slide13

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.
  • Continues process
  • Alignment with strategic goals
slide14

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.

slide15

Performance Management Contribution

A performance management system can make the following important contributions:

  • Organizational goals are clearly defined
  • Increasedmotivation 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.
slide16

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.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.

slide17
DISATVANTAGES /DANGERS OF POORLY IMPLEMENTED PM SYSTEMS

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.

Performance Management

slide18

HR Planning

Recruitment &

Selection

Performance

Management

Training & Management

Development/Orientation

Performance

Evaluation

Compensation &

Benefits

Promotion &

Transfers

slide19

HR Planning

  • Organizational Goals & Objectives.
  • Alignment of Organizational Goals & Objectives with HR Requirements.
  • Identification of the required manpower with Time Lines.
  • Finalization of the organogram.
  • Finalization of the Head Counts & Payrolls.
  • Identification of the Sources. Mix of experienced and fresh graduates.
slide20

Recruitment & Selection

  • Finalization of Job Description and Job Specification
    • HR Department
    • Concerned Operational Head
    • Final Approval of the Management
  • Sourcing
    • Advertisement
    • Managerial Level
    • Supervisory / Technicians
    • 2. Professional Referrals
    • 3. Walking candidates
  • Interviews
    • Corresponding Panels
    • Levels of Interviews
  • Written / Professional Test
  • Final Selection and negotiations (Salary, Joining Date)
  • Offer letter & Appointment letters
slide21

Orientation & Training

  • ORIENTATION
  • HR Level
  • Concerned Department
  • 2. TRAINING PROGRAM
  • Internal Resources Persons
  • External Resource Persons
  • Representative of Vendors / Technical Experts
  • 3. FUTURE TRAINING PROGRAMS
slide22

Performance Evaluation

  • Performance Evaluation System
  • Performance Evaluation on completion of probation period
  • Performance appraisal of the employees on secondment
  • Performance appraisal of the permanent staff
slide23

Compensation & Benefits

  • Urgent need of the required staff & competencies
  • Ongoing market rate
  • Location & facilitation (Transport, Food etc)
  • Pay for performance
slide24

Employees Relations

  • Promotion
  • Transfer
slide25

CONCLUSION

Best available tools of management

Open door policy

Ownership & commitment

Well defined tasks with time lines

Allocation of resources

Balance of authorities & powers