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DESCONDESCON

November 2008November 2008

HK000NG2

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ENGINEERING

POWER

CHEMICAL & TRADING

Who are we?

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ENGINEERING

POWER

CHEMICAL & TRADING

Gray Mackenzie UAE

Presson Descon Lahore

Tawoos DesconOman

Descon Qatar

Olayan Descon Saudi Arabia

Descon Abu Dhabi

DesconHamriya

JGC Descon Lahore

DESCON ENGINEERING LIMITED

Descon Companies

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ENGINEERING

POWER

CHEMICAL & TRADING

Descon Chemicals.

Descon Oxychem

Jotun Powder

Descon Corporation

Nimir Resins Ltd.

Descon Trading

Descon Companies

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ENGINEERING

POWER

CHEMICAL & TRADING

450 MW CCPPRousch Pakistan Power Ltd

30 MWAltern Energy Ltd

Descon Companies

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Key Milestones

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

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

Hamriyah Manufacturing Works, Sharjah, commissionedDescon

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

Tawoos Descon International, a JV company, established in Oman

Office established in Abu Dhabi

19821998

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2002 20081977

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Notable Achievements

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

2005

Ghayathi shop established in Abu Dhabi

2006

1980

1986

Launched unsaturated PolyesterBusiness venture with Reichhold Chemicals, USAIntroduced chemical range for textile and paper industryTechnical collaboration with ENKIM, Turkey

2004

Company name changed to Dawchem Industries (Pvt) Ltd.

Descon acquires Nimir Resins Limited

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Descon Engineering

Work force

26000+

Countries

6

Offices 15

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Descon Oxychem Limited

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Hydrogen Peroxide Industry- Product Overview

The Product Chemical Structure

H2O2H2O2

Hydrogen peroxide (H2O2) is a weak acid composed of water and hydrogen gasThe chemical is an economically viable and environmentally friendly oxidizing agent that is used in a number of industries, particularly in bleaching and sterilization processesH2O2 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 industryUntil Sitara Peroxide set up its H2O2 plant in 2007, the demand for H2O2 was entirely met through imports

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Project Implementation Schedule

Activity Completion Date

Acquisition of Land Acquired

Civil Work 100 % of civil work has been completed

Arrival of Machinery 100% complete

Erection / Installation 100% complete

Plant Commissioning October 2008

Trial Production November 2008

Commercial Production December 2008

Project Detail

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Textile Industry.

Paper & Board Industry.

Food & Packaging.

Pharmaceuticals.

Mining Sector.

Cosmetics.

Water Treatment Plants.

Market Segments

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Consistency in Quality

On Time Delivery

Price

Technical Services

Our Focus

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PERFORMANCE MANAGEMENT

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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

Performance Management

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AIMS AND ROLES OF PM SYSTEMStrategic 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.

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Performance Management ContributionA performance management system can make the following important

contributions: Organizational goals are clearly defined

Increased motivation 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.

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CHARACTERISTICS OF PM SYSTEM01. 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.

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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

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HR Planning

Recruitment & Selection

Training & Management Development/Orientation

PerformanceEvaluation

Compensation & Benefits

PerformanceManagement

Promotion & Transfers

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HR Planning

Organizational Goals & Objectives.

Alignment of Organizational Goals & Objectives with HR Requirements.

a) Identification of the required manpower with Time Lines.

b) Finalization of the organogram.

c) Finalization of the Head Counts & Payrolls.

d) Identification of the Sources. Mix of experienced and fresh graduates.

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Recruitment & Selection• Finalization of Job Description and Job Specification

a) HR Department

b) Concerned Operational Head

c) Final Approval of the Management

• Sourcing

1. Advertisement

a) Managerial Level

b) Supervisory / Technicians

2. Professional Referrals

3. Walking candidates

• Interviews

a) Corresponding Panels

b) Levels of Interviews

• Written / Professional Test

• Final Selection and negotiations (Salary, Joining Date)

• Offer letter & Appointment letters

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1. ORIENTATION

a) HR Level

b) Concerned Department

2. TRAINING PROGRAM

a) Internal Resources Persons

b) External Resource Persons

c) Representative of Vendors / Technical Experts

3. FUTURE TRAINING PROGRAMS

Orientation & Training

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Performance Evaluation

1. Performance Evaluation System

2. Performance Evaluation on completion of probation period

3. Performance appraisal of the employees on secondment

4. Performance appraisal of the permanent staff

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Compensation & Benefits

Urgent need of the required staff & competencies

Ongoing market rate

Location & facilitation (Transport, Food etc)

Pay for performance

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Employees Relations

Promotion

Transfer

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CONCLUSION

a) Best available tools of management

b) Open door policy

c) Ownership & commitment

d) Well defined tasks with time lines

e) Allocation of resources

f) Balance of authorities & powers

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