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