Post on 24-Oct-2014
International Training and Development at DESCON
International Human Resource Management
Presented to: Ms.Nighat Ansari
Group Members
SADIA JAMIL ROLL#57
ABEERA ZAFAR ROL# 59
HINA ILYAS ROLL#60
SIDRA SHAHNAZ ROLL#61
NIDA YOUNAS ROLL# 91
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Company ProfileDescon has evolved into a multi faceted Engineering and
Manufacturing concern
Set up in December 1977
First Pakistani Multinational Company
Group of venturesProject Management, EPC, Engineering,
Manufacturing, Construction, Maintenance, Software Development, Mining, Chemicals and Trading.
Vision
• “To become a world class engineering, manufacturing and construction company operating internationally”
Mission
• "To provide our valued customers with cost effective and reliable solutions in project implementation and be recognized as the leading manufacturer of high quality equipment for plants."
Organization Chart
Organogram of HRD
Vice President
Manager HRM
Business Division HR EstablishmentLead Recruitment
Executive
Compensation & Performance Mgt
Executive
Lead T&D Executive
T&D Executive
Recruitment ExecutiveOverseas
Recruitment ExecutiveDomestic
Construction
Recruitment Executive
Manf. EPC, BMS
Key Components of HR Dept
Individual Development (Personal)
Career Development (Professional)
Organizational Development
Role of Training
Descon business strategy has training programs for development of the company and better future. It increases the innovation and increased improved human working capital.
Reasons of International
Assignments
Company’s Requirements
Technical Requirements
Individual Development
Client requests
Standard criteria
Host country issues
Compensation packages
Selection Criteria of Expatriates
Visa problems
Salary negotiations problems with the employees
Medical assessment problems
Problem Faced by Descon in International
Assignments
Hiring plan
Staffing plan
Forecasting
Clear Policy & procedures
Salary Conversion Techniques
Techniques used to overcome problems
Assessment and Analysis of need for training
Co-ordination with management
Administration
Role of HR dept in International Training
Duration of International Assignments
Short term Assignments
long term Assignments
Virtual Assignments
By immediate supervisors
Performance appraisals
Position fillings
FIDIC
Examining the Need for Training
Graduate Engineer Training Program (GETP) Project Engineer Leadership Program (PELP) Project Management Training Supply Chain Management for Commercial Managers Proposal & Estimation Contracts Management HSE for Line Managers Finance for Non-finance Managers HR for Line Managers Project Planning & Scheduling
Development Programs at Descon
GETP (Graduate Engineer Training
Program)
MTP (Management Trainee Program)
Training Programs for Fresh Graduates
In-House training On-the-Job Training
Program Conducted Abroad
Training Methods
Presentations
Lectures
Audio Visual
Simulations
Training Methods
Case Studies
Teamwork training
Computer based training
Pre departure Training
In Descon the purpose of this term is to gain a
better understanding of how companies train
their employees for international
assignments.
Descon Training Institute (D.T.I)
Management Development Center (MDC)
Our Learning philosophy
The learning culture is nurtured encompassing employees that
range from the senior management to the unskilled labor,
primarily through two of our well-established training setups
Cultural Awareness Programs
Preliminary Visits
Language Training
Practical Assistance
Training for the Training Role
TCN and HCN expatriate training
Training for Non- Expatriates
Components of Pre-departure Training
The components vary according to:
Country of assignment
Duration
Purpose of the transfer
Provider of the program
Cultural Awareness Programs
The country of assignment is the determining factor
The aim is twofold:
Part selection decision
Part pre-departure training
Exposure to the expatriate community can be a
positive outcome
Preliminary Visits
Descon considers the following aspects related to
language ability that need to be recognized.
Role of English as the language of world business
Host country language skills and adjustment
Knowledge of corporate language
Language Training
Descon consider it essential for avoiding:
A negative response for the host-country
culture
‘Relocation specialists’ to provide local
orientation and further language programs
‘Job-related factors’ (training roles, promotions)
Practical Assistance
The Descon engineering Limited considers the ability to transfer knowledge and skills in a culturally sensitive manner should be
integral part of pre-departure training programs.
Training for the Training Role
At Descon, we have an exceptionally diverse workforce
employing more than 26 nationalities across 5 countries.
Equal opportunity for every employee there is no
discrimination on the bases of gender ,race etc
Equal Opportunity Employer and Diversity
Premature return of an employee is called
expatriate failure.
The frequency of expatriate failure at Descon is
relatively very low.
Expatriate failure incurs a high direct and indirect
cost to the company.
Expatriate Failure
Cultural fit
Home sickness
Language barriers
Reasons of Expatriate Failure
Female expatriates are sent on international
assignments at Descon usually for the period of six
months. Female expatriates face problems of family
issues and country-requirements
Female Expatriates
Management Development
Organizational Development
Developing Staff through International Assignments
Job enrichment
Promotions
Career Enhancement
Preparation for a future role
Management Development
Diversity gives birth to creativity and innovation
Individual development can lead to
organizational development
Organizational Development
Swot Analysis
Weaknesses• No training
on local laws and custom
training done for the
employees
Strengths • Organizational
Development• No
discrimination on the hiring of the expatriates
Opportunities• Expansion of
the business.• Global
managers
Threats• Turnover• language
barrier
They should send employees on more types of international
assignment rather than on just three types of assignments
Jobs are not secured in the home country for the employees who
are sent on long term assignments. An arrangement for job security
should be made for such assignees as well.
Recommendati
ons
Returned expatriates should be given an opportunity to act as
trainers for future expatriates
Training on host country’s laws and customs should be made
available to the expatriates.
Recommendati
ons
Analysis