INTERNSHIP REPORT

Submitted By:

SADIA WARISIntern ID: I-0701

Training & DevelopmentCorporate HRD

Duration: 8 weeks

Immediate Supervisors

Ms. Khadija MumtazMr. Aamir IqbalMs. Rabeea Khan

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TABLE OF CONTENTS

Section Page

Acknowledgement 3

Abstract 4

Company profile 6

Activity I Training evaluation of QA/QC for line managers 7

Activity II Training presentations 8

Activity III Recommendations to HRD policies 9

Activity IV PMS training 10

Activity V Report writing on LMW visit 11

Activity VI Orientation on Job Analysis 12

Activity VII Overview (DCS BA) 14

Activity VIII My vision of DEL 16

Activity IX Recommendations 17~18

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Acknowledgement

‘I would like to thank you my supervisors Ms. Khadija Mumtaz and Mr. Aamir Iqbal for

their guidance and support. They gave me worthy knowledge about organization’s

operations, gave me orientation about company which was very useful, helped me

whenever I asked or didn’t ask, assigned me different tasks that enhanced my knowledge

about Descon Engineering Limited-DEL.

Last not least, I would also like to acknowledge Ms. Rabeea Khan who shared her

precious time with me when I went for discussion and guided me very well’.

“Nothing can stop the man

with the right mental attitude

from achieving his goal;

Nothing on earth can help the man

with the wrong mental attitude.”

W.W. Ziege

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Abstract

As an Intern in Descon Engineering Limited, I came to know the detail of organization’s

operations especially the detail exposure of T&D (Corporate HRD) with in limited

duration assigned to me. The major focus of the report is on the working exposure rather

than the company. While working in T & D, I had the opportunity to come to know how

External & Internal trainings have been conducted through proper channel.

Nominations are made through Training Need Analysis (TNAs), generated during the

appraisal of employees. Corporate T & D is responsible to process the nominations and

communications with the institutes on behalf of the company. I have tried my best level

to provide authentic and accurate facts and figures accordingly.

The following Internship report will highlight the company profile, some of the major

working areas like DCS BA and my Internship program with Human Resource

department at Descon Engineering Limited.

Now I would like to discuss the activities assigned to me:

Excel sheet working (training attendance sheet, training request form and training

schedules)

Training program design

Dossier formation of QA/QC for line managers

Training presentations

Report writing on LMW visit

DIMS policies awareness

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Critical suggestions on HRD policies

PMS Training

Recommendations on standard operating procedures (SOPs)

How to make Job description

Online registration of employees for PMS training

Online Descon quiz association of employees for PMS training

DCS Orientation

In the end I would like to mention that in my tenure of eight weeks I have learned a lot

and gained knowledge about the real world practices of Human Resource development

and its applications. My supervisors supported me at every stage and made me

understand the real world practices of Human Resource and its Importance in every

organization.

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Company Profile

Descon Engineering Limited is a well recognized multi-dimensional engineering and

construction company operating in Pakistan and the Middle East. With over 350 million

man-hours of construction work executed in industrial and infrastructure projects. The

services portfolio covers project management, engineering, procurement, construction,

maintenance, and manufacturing of process equipment for the sectors of Oil & Gas,

Chemical/Petrochemical, Power, Fertilizer, Cement, and Infrastructure. All

establishments are system oriented with ISO and OHSAS certifications and ASME

stamps. HSE achievements are reflected in the statistics with over 350 million man-hours

of work executed. Considerable investment is made in human resources focusing on

development of this vital asset. Descon is project-oriented and client-driven. Quality and

HSE are taken as "value-adders" and the company culture encourages teamwork and

innovation. With all these attributes and resources, the company is well placed to

compete and succeed in the local as well as international contracting arena while being

recognized as a quality service provider and manufacturer of capital equipment.

Descon Vision

“To become world class engineering, manufacturing and Construction Company

operating internationally”

Descon 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”

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Activity 1: Training Evaluation of QA/QC for Line Managers

Introduction:

This was In-house training and held in Descon Headquarter-DHQ on July 6-7, 2010. This

was 2 days training session in which I was guided that how to process the nominations,

communicate with trainees, checklist awareness and training effectiveness measurement.

The effectiveness of the training was measured by the feedback provided by the

participants at the end of session, which covered various aspects of the training, ranging

from the efficiency of the trainer to the appropriateness of the training venue.

Method:

By the help of feedback forms which was distributed at the end of session I was able to

reach to the level of satisfaction of trainees. I was assigned the task of entering data in an

excel sheet carefully, through that data I got the corresponding figures which represented

the percentage effectiveness of training. I was manipulated level of satisfaction with the

help of excel. Furthermore, I had to compile comments given by the participants into a

consolidated form or in summary form.

Outcomes:

Training response was very good, analysis of training showed that training was properly

organized; trainer had enough knowledge that showed selection of trainer was right.

I personally concluded that training was very successful, informative and up to the mark.

I had gained good experience about In-house training and how to arrange documents

(checklist, attendance sheet, and pre training correspondence, nominations for the course

and study material and feedback forms) in a dossier.

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Activity 2: Training Presentations

Introduction:

I was assigned to make the soft skill presentations on “Communication barriers”,

“Courtesy” and “How to improve motivation” for the Descon’s employees. These

presentations were to enhance the motivation in employees, how to eliminate or minimize

communication barriers and etiquettes followed by janitorial staff. I made these

presentations under the supervision of my Instructors, searched through net and added my

own ideas as well that was practical examples, role plays and activities.

Method:

For the purpose of data collection, relevant images I used online searched and course

book of management. I added relevant examples then compiled data in a presentable form

on word and went to my supervisor for the approval after the approval I used power point

to prepare the presentation slides.

Outcomes:

By the help of these training presentations I came to know how to manage time, how to

make slides innovative for professionals, multiple tasking because I had to work on

presentations simultaneously which were assigned to me.

These presentations were to enhance morale of employees that will increase efficiency

and productivity.

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Activity 3: Recommendations to the HRD Policies

Introduction:

As the part of Descon I have to be well aware from the HRD policies, there are total 49

existing policies at DIMS. I was assigned the task to read these policies and making

recommendations and critical suggestions with proper justifications. The assigned

policies were “Hiring policy”, “Management staff training” and “Internships”, other than

I have read “Definitions”, “Salary” and “Medical” which enhanced my knowledge.

Methods:

I studied the policies from DIMS (Descon integrated management system) in great depth

and founded how these policies were made on proper format and converted these policies

in PDF. So no one can bring any amendments because these policies are the controlled

documents through QA/QC. After reading these policies I made recommendations and I

handed over to my supervisor for consideration.

Outcomes:

Once I had submitted to my supervisor she appreciated my suggestions and told me these

suggestions will be considered when any of these policies will review.

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Activity 4: PMS Training

Introduction:

This is actually in house training which is conducted by the corporate HRD, through T &

D (Training and Development) in every month. I was handed the task to made entries of

final nominations, attendance sheet, gave responsibility to provide study material to the

participants, entered entries in on going status for record and moreover at the end of

training feedback form were given to the participants to determine how much the

participants learned from trainings, online post training tests were conducted. During my

internship at Descon, I was assigned the task of doing the registrations of the candidates

appearing in the test of each training. I was present at the training lab to enable the PCs of

the trainees, log in for the test and invigilated them.

Methods:

I made attendance sheet on excel, distributed study material to the participants and made

a reminder call to the trainer before time. I made online quiz associated for all the

participants during my tenure at Descon on Descon online. The tests in PMS were

Primavera Project Planner, Process-DCS, Process-ITS, Process-DPMS and Process-

MMS, all trainings were conducted on time and feedback were enough good.

Outcomes:

Once the participants have attended training they must have to appear in test which is

conducted at the end of training after exercise. I had the task of generating their results, if

the participants failed to qualify once they would be assigned tests again; total 3 attempts

were allotted to each participant.

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Activity 5: Report writing on LMW Visit

Introduction:

I visited Lahore Manufacturing Works-LMW for the sake to get to know about

manufacturing, First of all Mr. Agha Khalid Ameen gave us the orientation, which was

very useful and informative. He told us about LMW in detail, its history, working,

strategies, culture, working environment, rules and procedures which their employees

have to be followed. Moreover, this visit was for report writing and assigned me write up

on LMW visit.

The report covers the details of learning through the short yet informative visit to Lahore

Manufacturing Works.

Methods:

I had the data in raw form on my notebook which I wrote during orientation, I followed

rules of report writing then I wrote report on MS Word in my own words. Standard

format was used and made report that cover all aspects of visit which were

acknowledgement, introduction, working, rules and regulations that labors are followed

during their job and finally my personal experience.

Outcomes:

It was a good experience; I really came to know that what is actually happening in the

field of manufacturing, what are the requirements to be a part of LMW. This was a great

opportunity for me to go there and visit their setup, how they work in shops either its

summer or winter. It was an open area where the employees were working by ignoring

that the job is tough. I wondered how they work in open area in the month of July; this

showed that employees are so passionate and hardworking.

I have learned that they people are like us, if they can do job in tough environment why

can’t we and actually they are an asset of not only LMW but for Descon Engineering Ltd.

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Orientation on Job Analysis

In this session of Job analysis process I have learned lot of knowledge; this orientation

was very informative and useful. I came to know about the importance of Jobs because

jobs are the basic unit of organization structure and it varies from organization to

organization.

Job Analysis Process:

Methods of Job Analysis:

1. Job description

2. Job specification

Job Description Preparation Process:

Managers/ job holder complete a draft JD which is further reviewed and developed with a

consultant or trained in-house facilitator e.g. the HR Manager.

Job Description Development:

There are total 5 steps in Job description development

1. Analyze jobs development

2. Define key accountabilities

3. Review for consistency

4. Circulate and discuss draft profile

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Collect Job information

Analyze Job

information

Prepare Job Description

5. Implementation

My Experience:

This orientation was totally about jobs, job analysis process, methods of job analysis,

writing job description, development of job description, job design, job redesign and

finally job evaluation. By this session I came to know how to make job descriptions –JDs

on standard format and what are the requirements for the development of JDs. Job

descriptions of position in HRD comprise of three parts which are: Key Performance

Indicators (KPIs), Job Specifications and other Information (Position Title; BA/BSD;

Reporting Relationship; Function; Job Purpose; Job Context; Communications and

Working Relationships; Frameworks, Boundaries and Decision-making Authority etc.)

There are various uses of JDs:

Recruiting and selecting candidates according to the job requirements (designing job

ads, facilitating interviewers in selection process etc.)

Identifying and analyzing employee training and development needs

Communicating work and performance expectations to employees

Evaluating employee performance (performance appraisal)

Setting individual objectives to support overall goals of the organization

Generating information for various other activities of HR as well as line functions

Once I have attended this session I came to know the importance of JDs in an

organization that is information gained through JDs is helpful in managing the

performance of employees, identifying job-specific training and development needs,

making hiring decisions and standardizing the work practices.

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Overview (DCS BA)

DCS-BA

DCS-BA stands for Domestic Construction & Services Business Area and it is a merger

of PCS & IP.

IP --------- Infrastructure Projects

PCS --------- Plant Construction & Services Projects

DCS-BA was called PC&S that was plant construction and plant services but now its

name has been changed and involves in Infrastructure projects. DCS is specifically profit

generation area.

Infrastructure projects include dams, roads and canals.

Plant construction includes oil, gas and petrochemicals.

Plant services include plant maintenance, solution and shut down.

DCS has different supporting departments which are HR, Marketing and Finance; these

supporting departments are at local level and needs corporate HRD for implementation.

DCS-BA

Infrastructure projects Plant construction Plant services

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DCS is not independent department infect it has 1500 employees working in this

department. As the name tells its story that this is domestic or local don’t have direct

interaction with overseas. BSDs are here for direct communication with overseas and for

backup, DCS is only responsible for domestic infrastructure projects and plant

construction & services and have a responsibility of reporting to Head DCS BA and

finally Head is further responsible of reporting to CEO which is Dr. Salman Zakaria.

Every supporting department has different members which are working as a team and

leads their departments.

Special Thanks!

I would like to thank to Mr. Irfan Usmani who gave us worthy knowledge about

DCS -BA.

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My Experience at DEL

Throughout my tenure at Descon, I have been impressed by the culture of the

organization, company’s objectives, policies and the dedication of employees towards

their duties/tasks. Every employee in Descon is passionate this is the succession key point

of the company. The most outstanding feature of Descon is its focus on constantly

upgrading the skills of its employees and tasks assigned to them. Hence, working here

enables a person to constantly increase their store of knowledge because Descon provides

good learning opportunities through Trainings. I got a good exposure about the company

and Human Resource Development (HRD) knowledge due to my supervisors that will

help me in professional life.

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Recommendations

As I was the part of Descon for 8 weeks, so I personally observed that working

environment, SOPs and Policies are up to the mark but as everyone knows that change is

the main requirement for the succession of the company and change must be unique and

attractive. People first criticize change but if change has some logics then people come to

know its worth, so I felt some suggestions for the certain areas where needed.

HR person must have good communication style because he or she has to

communicate as coordination is the main duty of HR officer. I felt that many employees

were in need of enhancing their communication skills, so they are able to feel more

confident about presenting their ideas. For this purpose T&D have to conduct at least one

soft skill training once in a month that will motivate employees and will increase their

efficiency.

Internet access must be given to Interns that will show the equivalence and broad

view about the company.

In normal days timing is ok but in Ramadan the timing up to 4 pm is tough and

hard to do concentrate on job till 4 pm. Friday must be half day when Saturday is

working day for the personal life activities as well.

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The cafeteria at DHQ is not up to the mark regarding the taste of items they serve

there, they should improve quality and services as well. The food available at cafe is

tasteless and expensive so they have to decrease their prices and should focus on quality

of the food.

The complete Job description should be established for the internees. Internees

should rotate in all sections of the specific departments so that they can gain knowledge

and practical experience about all the aspects of the organization.

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