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PHASE 2

TABLE OF CONTENTS

Human Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..02

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 02
Descon Eng. Ltd.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .02
Human Resources Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 02
Development Program at Descon. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .03
Culture & Environment . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 04
Compensation . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . .. . .. . .. . . .. . . .. . .. .. . .. . . .. .. . . .04
Carrer Advancement. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05
HRD,s note. . . . . . . . . . . .. . . . . . . .. . . . . . . . . . . . . . . . . . . . . . .. . .. . .. . . .. . . .. . .. .. . .. . . .. .05
Fresh Graduates induction program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05
Trainee Engineer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05
Recruitment of fresg graduates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . 06
Selection criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 06
Fresh graduatae training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . 06
Career FAQ,s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07
Internships . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07
DTI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08
Vision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .09
Objectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . .. . . . 10
Corporate Social Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 12
Vision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 12
Stratgies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . .. . . . 14
QHSE at Descon . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

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HUMAN RESOURCES
Introduction to HR:
Descon Engineering LTD offers exciting and challenging careers with competitive
remuneration, excellent benefits and exceptional advancement opportunities. With a growing
human resource strength of over 4500 management staff, the company places great
importance in human resource development. For Descon, its employees are its strength.

At Descon they claim:

We strongly hope that after joining us, you will be a valuable member of Descon Family!

HRD @ Descon Engineering LTD

Human Resource Development at Descon believes in continuous improvement and is taking
the standards of service to the utmost levels of excellence. HRD is working as a team under
the flagship of Head Human Resource Development. It supports local as well as overseas
offices in the following functions:

• Recruitment & Selection

• Compensation & Benefits
• Training & Development
• Organizational Development

Human Resources Planning

It is a starting point of human resource management. If an employee leaves the
firm due to any reason, which may be deliberate resignation to move to another
firm, or any other reason such as, retirement, termination or death, a vacancy is
formed at the respective department of the Descon. The department, carefully
analyzed in all its respects identifies this vacancy and the job description is
forwarded to the Human Resource department

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Development program at Descon:

Descon is renowned for a diverse offer of trainings and development measures. They provide
state of the art facilities to conduct internal & external trainings. These trainings cover
development of fresh graduates, project managers, department heads, technical staff and
potential leaders. Some of the offered trainings are:

1. Graduate Engineer Training Program (GETP)

2. Project Engineer Leadership Program (PELP)
3. Project Management Training
4. Supply Chain Management for Commercial Managers
5. Proposal & Estimation
6. Contracts Management
7. HSE for Line Managers
8. Finance for Non-finance Managers
9. HR for Line Managers
10. Project Planning & Scheduling

Culture & Environment

Human resource at Descon has a diversity of skills, background, viewpoints and experiences
from around the world. They have over thirty five different nationalities working in their
bench strength. They hire only the best, based on merit, skills, abilities and desire to excel
regardless of race, color, religion, gender, national origin and any ethnic background. They
encourage their employees to maintain their work life balance. They give them the
opportunities to spend quality time with their families by maintaining a stress free working
schedule. They strongly believe that giving maximum ease to their employees shapes up their
corporate culture.

Compensation

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Descon makes comprehensive and competitive remuneration plans. The pay package is
reviewed annually by the management to ensure it is aligned with market standards and
escalating economic factors across the globe. Descon fosters a performance oriented appraisal
system that allows employees to earn higher levels of compensation and rewards to value
employee contributions.

Career Advancement
Descon values its high potential employees through Management Evaluation Scheme (MES)
that is executed on regular basis. With the help of this comprehensive process, career ladders
of employees are developed and succession planning is done to identify future leaders. In
addition to this, fresh graduates are developed as a potential resource by planned rotations and
mentorship. This includes exposure to project sites based upon guidance from project gurus
and working on integrated systems and procedures.

Descon Engineering Ltd (DEL) is a mature yet vibrant organization seeking professionals who
can add value and become part of the winning team at DEL. Our major focus is on developing
professional potential and talents, developing individual competencies, and learning on the job.

Human Resource team at DEL believes in approaching talent across the globe that can help us
strategize and turn our company’s dreams into reality.

DEL provides state of the art facilities for learning and growth to its employees that enable them
in becoming true professionals integrating their skills and knowledge with self-identification

Fresh graduates’ induction program

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Trainee Engineer / Management Trainee Program:

The purpose of fresh graduates hiring program is to meet future human resource needs by
employing fresh graduate engineers and other graduates to generate a trained pool of human
capital for the company.
In training Fresh Graduates are trained by making them understand vision, mission, goals,
business processes, and policies of the company so that they can become active members of
the Descon family and can be placed in different BA’s/BSD’s or at project sites for execution
of the project or support associated functions, like Business Development, Quality Health
Safety & Environment (QHSE), Project Management Systems (PMS), Commercial, Material
Management, Asset Management, Finance & HRD.

RECRUITMENT OF FRESH GRAUDATES

At Descon, two training programs are available for fresh graduate engineers and non-
engineers which are:

a) GETP (Graduate Engineer Training Program)

In this program, engineers will be hired from best universities of Pakistan (HEC recognized)
and trained to generate a pool of trained technical human capital for different business areas
of the company. The job title of the candidates of this program is “Trainee Engineer”.

b) MTP (Management Trainee Program)

In this program, candidates with Master degree in Finance, Marketing, HRM, Mass Com,
Quality Management or Business Administration are hired from the best universities of
Pakistan (HEC recognized) and trained in their respective discipline. The job title of the
candidates of this program is “Management Trainee”.

ELIGIBILTY TO APPLY FOR TRAINEE ENGINEER OR MANAGEMENT TRAINEE

a) Trainee Engineer
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Graduate Engineer from Higher Education Commission accredited University with at least
60% marks or 2.5 CGPA is eligible to apply for Trainee Engineer Position.

b) Management Trainee
Non-engineers must with a Master’s degree in the respective discipline with at least 70%
marks or 3 CGPA are eligible to apply for Management Trainee Position.

SELECTION CRITERIA
All fresh graduates are required to obtain at least 60% marks in the selection criteria in DEL
for selection as a Trainee Engineer/Management Trainee. The factors of the selection criteria
with break up of marks are as under:

Academic Percentage 30%

Selection Test 35%

• Interview 35%
•

GETP (Graduate Engineers Training Program) is purpose build and result oriented training
program, sophistically designed to familiarize the fresh hired engineers about the Descon
hierarchy, flow of work, project management system and technical aspects of various
technologies.
•

Each training program is regularly updated, keeping in mind the training requirement and latest
information. To strengthen further, GETP (Graduate Engineers Training Program) training
program is supported by eight full fledged and detailed-training modules that contain technical
as well as in-house used documentations specifically included to familiarize with Descon
business areas and processes.
•
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Various training programs are formulated to provide dual purposes. Courses like, Team
Building, Managerial Skills, Negotiation and conflict resolution can be fully utilized to
improve inter as well as intra personal and communication skills.
•

Technical training programs not only cover the theoretical aspect of civil, electrical and
mechanical technologies but also how efficiently and effectively Descon makes use of it at
different sites.
•

Experienced persons and trainers who have attained expertise and proficiency in their
respective fields for years conduct these training programs.
•

In a nutshell, GETP (Graduate Engineers Training Program) provides each individual an

effective platform to gain useful knowledge in the shortest possible time that could be a value
added in career development, both within Descon as well as in the world outside.

Which qualification profiles do Descon mainly look for?

Descon is an engineering company that is mainly involved in Plant construction, services,
maintenance, manufacturing and design. We operate in planning and execution on large scale
projects with business support departments to assist them. Therefore we require services of
mechanical, civil, electrical engineers/associate engineers along with people from finance,
HRM, Supply Chain background.
What is the hiring procedure at Descon?
Recruitment & Selection department receives all applications which are further shortlisted to
match job specification. Interview calls are made to invite shortlisted candidates. After a
series of interviews which may include presentations as well, as and when required. Final
decision is conveyed to the applicants. Successful candidates are given job offers along with
joining intimations.

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Descon offers a comprehensive 4-6 weeks internship program every summer. The Internships
are offered to engineering as well as management students to equip them with necessary skill
set before entering the competitive job market.

The Interns are given exposure to actual systems so that they can improvise theoretical
knowledge learnt at campus with real time practices.

ELIGIBILITY:

Minimum CGPA:
2.8 (or equivalent♣ score)
Qualification:
Bachelors in Engineering (preferably Civil,♣ Mechanical, Electrical, Mechatronics, IME or
Chemical)
Masters in♣ Business Administration (Majors in HRM, Supply Chain or Finance), MHRM,
MPA and M.Com

VISION

To bring the institute to world class standard in disseminating quality training and meeting the
company manpower requirements & gearing the economic growth of the nation.

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OBJECTIVES

To promote study & application of professional principles and practices in the field of
construction industry in line with the International Standards and practices.

To disseminate training for technical advancement & technology, producing more effective
Work Force for the industry.

To exchange and share knowledge, research, techniques, information and skills in the field of
construction and allied industries.

To cooperate & collaborate with local and international institutions, bodies & agencies having
similar objectives, for the promotion and development of Construction Industry in the country.

To bring motivation, team spirit and efficiency among the trained Work Force.

Benefits given to Employees

Employee benefit (also called fringe benefits) is a non-wage compensation provided to

employees in addition to their normal wages or salaries. The purpose of the benefit is to increase
the economic security of employees.

These benefits helps the company to attract, recruit and retain the best possible employees
because it potentially convey the message that the company is a good place to work as it invests
in the well-being of its employees.

Employee Retention Program

Worker shortages continue to escalate. Each and every day good employees quit their employers
for better jobs elsewhere. Descon uses Employee retention programs which offer several
strategies for reducing turnover. Since people are one of their assets that can literally get up and
walk out the door, employee retention programs can be vital in retaining best employees. This
program includes the following benefits which are provided to the employees of Descon limited:

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Provident funds

The provident fund is a compulsory comprehensive social security savings plan which aims to
provide the employees with a sense of security and confidence in their old age. The employees in
the Descon are provided with the provident fund benefit. Both the employee and the employer
contribute in it. Company contributes 12%. The system of giving provident funds in DESCON
goes like, 10% is given by the company and 10% is deducted from employee’s salary.

Cost of Living Allowance and adjustments

Employees in the Descon are provided with this benefit which represents periodic base pay
increases that based on changes in prices as indexed by the consumer price index. This enables
workers to maintain their purchasing power and standard of living by adjusting base pay for
inflation. DESCON gives 25% of the basic pay as cost of living allowance.

Transportation Services and Allowances

The employees who do not have their own conveyance and face the problems reaching to the
workplace, Descon provides those employees with the pick and drop service that helps bringing
employees to the workplace and back home again. This service enables the employees to save
money and time. The percentage of conveyance allowance is 25% of the basic pay and they
always give transportation services to their employees free of cost.

Those employees who have their own conveyance are provided with the petrol allowances.

House Allowances

DESCON also provide their employees with the house allowances.

Medical Reimbursement

DESCON provide this benefit to its employee in whom an employee is allowed to get
reimbursement for the medical expenses incurred by him at a hospital maintained by the
employer or a Government approved hospital, the entire amount of reimbursement is tax-free and
is not treated as a taxable perquisite. If an employee receives some money for his medical

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treatment or the treatment of any member of his family or any of his dependant relatives then a
sum up to Rs.15,000 p.a. is not treated as a taxable perquisite.

Medical treatment abroad is also included in this benefit.

Holiday and Medical Leaves: this benefit provides the employees with pay for time when they
are not working, such as vacation. Descon provides its employees with 10 casual leaves, 10 sick
leaves, and 24 earned leaves.

Insurance Program:

Descon does not offer any insurance program to its employees.

Vision
Descon is committed to realization of its corporate social responsibility, through social
investment and to play a leading role within our spheres of influence. We will work inexorably
in achieving world-class standards of openness, transparency towards all our stakeholders and
serve the communities we operate in.

Our vision is to become the most competitive and dynamic knowledge-based corporation in the
world, capable of sustainable economic growth and greater social cohesion.

CSR Strategy

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We shall be an innovative, entrepreneurial and empowered team constantly creating value and
attaining global benchmarks. We shall foster a culture of caring, trust and continuous learning
while meeting expectations of employees, stakeholders and society.

We are committed to work with all our stakeholders, building and maintaining relationships of
mutual respect and trust. We aim to contribute to improving the quality of life of our
workforce, their families and the communities around our operations.

Descon Group’s business activities are based on relationships with many stakeholders,
including customers, shareholders and other investors, business partners, the community at
large and employees. Descon believes that earning the trust of these stakeholders through
fulfillment of its responsibilities as a good corporate citizen is a key element in enhancing
management quality and corporate value.

Operating globally, we touch upon many people. We would set CSR Objectives in the annual
plans to take a leadership position in this regard. We believe in transparency and giving access
to the information to people about the life cycle of our products and services.

The core issues in our CSR strategy are:

• Compliance to our core and operating value

• Sustainable Business
• Environment
• Corporate Governance
• Community philanthropy
• Contribution to educational programs
• Promoting multicultural workforce
• Gender Empowerment
• Protecting Human Rights
• Honesty and integrity in our policies.

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CSR Framework
Corporate strategies require commitment from the top and investment in the necessary
processes. We want to see a healthy world and safe world and we are trying to achieve this
goal by using HSE best practices at our premises, and thus place a paramount importance to the
safety of our employees.

The annual objectives for CSR focus on six key areas – business integrity, environment,
people, community, human rights and suppliers – which are integrated into Descon’s core
values and are fundamental to the way we do business.

To promote globalization and maintain a high standard of work, at present people from 20
countries are strengthening the business of Descon. We have a commitment to contribute to the
economic, environmental and social sustainability of communities through the on-going
engagement of stakeholders, the active participation of communities impacted by company
activities and the public reporting of company policies and performance in the economic,
environmental and social arenas.

We would encourage the development of stakeholders’ dialogue, by convening a shared broad-

based stakeholder platform to shape the development of a flexible CSR framework addressing,
employment and social affairs, enterprise, environment, trade and education. These steps
would add value and build on the impetus of existing efforts, including some already being
pursued

Quality, Health, Safety and Environment (QHSE) at DESCON

We understand the value of human life and sustainable development for healthy growth of a
community. Descon’s QHSE program ensures these goals by exercising zero tolerance for
errors in the implementation of best Industrial QHSE practices. These are supplemented with

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incentives, training, process control, and deployment of most effective time tested quality
Improvement tools.

Our strategy is built around plan, do, check and act (PDCA) and is reflected in our systems
appreciating following key elements:

 Provision of a framework for the setting of QHSE Goals and performance objectives.
 Monitoring, evaluating and continually improving upon our QHSE performance through
operational standards, training, assessments and audits.
 Making customers, contractors, and business partners familiar with our QHSE system
and creating awareness on how their actions can influence QHSE performance.
 Making QHSE a part of all product development projects.
 Making ourselves, aware of the global industrial initiatives and collecting feedback from
our stakeholders for taking improvement initiatives.

All of our operations submit to certified integrated management systems, which include ISO
9001, EN ISO 14001, and OHSAS 18001 and are run in accordance with national safety Council
guidelines

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References
[1] Management Eighth Edition
Stephen P.Robbins, Mary Coulter
[2] www.descon.com.pk
[3] http://www.google.com.pk/
[4] JDL News, September 2006
[5] http://www.scribd.com/

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