SHRAM Project

7/31/2019 SHRAM Project

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DESCON CHEMICAL PVT LIMITED

Strategic Human Resource Management

FINAL PROJECT


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Company selected :

DESCON CHEMICALS PRIVATELIMITED

(DCH)


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SUBJECT :

STRATEGIC MANAGEMEN PROJECT

SUBMITTED TO:

Mrs . NIGHAT ANSARI

SUBMITTED BY:

AMNA MAHMOOD (40)AMINA NASIR (04)HAJIRA MEHBOOB (44)RABAIL AKBAR (15)TUBA SHOUKAT (14)

Bs. Hons Management Sciences

SEMESTER : 7

INSTITUTE OF ADMINISTRATIVE SCIENCES

THE UNIVERSITY OF PUNJAB


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ACKNOWLEDGEMENT

We are obliged to Mr.Asif Comboh (policy management executive in HR

department) and Mr. Jibran Bashir (recruitment and selection executive in HR

department) for the support and guidance they provided us through out the

project. Without their assistance, we would not have been able to accomplish

the challenging tasks that were assigned to us.

sWe are truly grateful to all the people from the HR Department in DESCON for

the support, guidance, kindness and affection they demonstrated towards us

throughout our stay at DCH for the purpose of gathering information regarding

our project. And a very special thanks to Ms. Saadia Sharif (training and

development executive in HR department) for helping us in all other matters,

regarding our project, in every possible way.


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EXECUTIVE SUMMARY

Strategic human resource management is a complex process which is

constantly evolving. So the basic purpose of our project is to study the

practices, specifically Recruitment and Selection, and find its strategic link in

an organization named DESCON CHEMICAL PRIVATE LIMITED.

First of all, brief history and overview of the company is given; followed by the

details of the products and services provided by DESCON Chemicals. Then an

introduction to the Human Resource Development Department is given. Then

comes the discussion about the structure and design issues of HR department

at DCH. After that, an overview of the main functions of HR at DCH is given.

Then our core topic of interest i-e recruitment and selection; which is solely

about the practices prevailing there with in the recruitment and selection

function. Finally, the conclusion and recommendations are given.

We have compiled this report to the best of our knowledge. Most of the

information provided here is gathered by our observation and company's

official documents which we got during our stay at DESCON as interns. Three

of us have done our internship in DESCON CHEMICALS HR DEPATMENT. So we

do have some know how about the functions and practices being performed

there.

But still, nothing mentioned in this report should be considered as the

last word about the companys business and practices because it is

completely based on our personal judgment and analysis. And the company

holds no responsibility for anything mentioned in this report.


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CONTENTS

Introduction

....07Companysprofile.08HR department inDCH.12

Departmentalchart13

Function performedthere..14

StrategicLink..14

RECRUITMENT & SELECTION inDCH15

TheProcess..16

Objectives..17

StrategicReview18

Alternatives torecruitment20

SelectionTests.21


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SelectionInterviews.21Conclusion.23

Recommendations23Appendix24

INTRODUCTION

The objective of Human Resource management is to achieve a high level of

return on an organization's investment in people. For many organizations

people are the only, or the most expensive, asset upon which the success of

the enterprise is dependent.

Although most organizations realize the importance of this asset, some have

not put into place the infrastructure components required to manage people in

the same manner in which other assets are managed. Financial, capital, and

information resources, for example, are managed with careful planning,

monitoring, replacement, or upgrading. Often the same cannot be said for how

an organization's Human Resources are managed.


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In order to manage and nurture Human Resources, planning is required to

establish a framework in which this valuable asset will be employed. This

includes identification of objectives, values, principles, and practices to guide

the organization in its use of people. Within this framework the infrastructure

components to give managers the skills and guidelines to apply sound

management principles and practices are developed.

It is too simplistic to say that strategic human resource management stems

from the business strategy. The two must be mutually informative. The way in

which people are managed, motivated and deployed, and the availability of

skills and knowledge will all shape the business strategy.

COMPANY PROFILE

DESCON was established in 1977.

Owned by Dawood Family (Chairman: Mr. Abdul Razak Dawood ).

Offices in Pakistan, Abu Dhabi, Qatar, Saudi Arabia, Oman.

Human resource strength is about 26000 people.

A BRIEF BACKGROUND OF THE COMPANY:


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DESCON CHEMICALS :

Founded in 1981, Descon Chemicals

established itself as one of the leading

Chemical Manufacturers in the country.

Descon Chemicals offers its clients and

partners a diverse family of products,

unsurpassed quality, unparalleled technical

competence, strong commitment and

DESCON

CHEMICALS ENGINEERING POWER

DESCON OXYCHEM

NIMIR RESIN LIMITED

DESCON TRADING

DESCON CHEMICALS

BUSINESS AREAS

JOINT VENTURES

BUSINESS SUPPORT UNITS

ALTERN ENERGY LTD

POWER MANAGEMENT

COMPANY (PVT) LTD

ROUSCH PAKISTAN

POWER LTD


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innovation driven by market demand. All these ingredients result in Descon

Chemicals helping its clients and partners by adding value to their products

and production process by introducing new ideas and solutions.

History:

From 1983 to 1986, Descon Chemicals successfully launched unsaturated

polyester and amino resins, which were developed in corporation with Reich

hold chemicals, U.S.A. Descon Chemicals expanded its product range by

introducing chemicals for the paper industries. They entered into a technical

collaboration with ENKIM Turkey, and expanded its activities by manufacturing

optical brighteners (used in the textile, paper and detergent industries and

textile auxiliaries. With the collaboration of world renowned enzyme

manufacturer GENECOR international, U.S.A, Descon Chemicals is formulating

alpha amylase for textile and acid enzymes for garment wash industry in

Pakistan. Range of enzymes also covers starch, grain processing and

detergent industry.

Vision Statement:

To become a leading chemical solutions provider to industry worldwide

Mission Statement:

To provide competitive chemical solutions through technological innovation

to form the basis of better life

Core values

1 Honesty, Integrity, and Humility

2 Open and Candid environment


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3 Commitment and Teamwork

4 Encourage Innovation and Initiative

5 Recognition, Growth & Respect for Individual

6 Customer Focus

7 Service to Nation

Products and Services:

DESCON CHEMICALS deals in the following products:

1 Coating and emulsions

2 Adhesives

3 Paper chemicals

4 Textiles

5 Polyester

VARIOUS DEPARTMENTS AT DESCON CHEMICALS


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The Human Resources (HR) function provides significant support and advice to

line management. The attraction, preservation and development of high

caliber people are a source of competitive advantage for their business, and

are the responsibility of HR.

HR Department at DESCON

Like any other genuinely progressive concern, DCH firmly believes in human

capital as its most important asset. The individuals attached to it with their

highly developed sense of creativity, talent and urge to learn, play a vital rolein the long term success of this enterprise.

OBJECTIVES OF HR DEPARTMENT

1 Instill ownership of Vision, Mission and Values at all levels.

2 Recruitment and selection of employees for different jobs and positions.

3 Training of companys employees when required.

4 Custodian of all management personnel record of individuals

(permanent and contract).

5 Personal record and dossiers on training and assignments.

6 Revisiting HR Systems jointly with BA/BSD Heads and monitoring their

implementation through line function.


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7 Principle monitor of Company wide HR culture through effective

feedback mechanism.

8 To ensure a culture of transparency, fair play, and equitable treatment

while dealing with employees

9 Performance based remuneration & reward system.

10 Dealing all employees with respect and dignity

Structure of HR Department:

In DCH, HR Department is working in a hierarchal pattern as, different HR

executives reports to the Head of HR Department and the Head HR reports to

the Head Chemical Business Area.


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HRD functional areas :

Here at DCH, HR department works with in four major functions namely

1 Recruitment & selection

2 Compensation & benefit

3 Training & development

4 Policy management

Administration, another function of HR being practiced over here

istreated as a separate department and it works independently.

HSE (Health, Safety & Environment), another function of HR

being

practiced over here along with quality assurance in a

department

named QA & HSE Department.

STRATEGIC LINK OF HR DEPARTMENT

"As strategies involve decisions about key goals, major policies and the

allocation of resources they tend to be formulated at the top."

That was a statement given by one of the HR executive at DESCON.

Much emphasis has been put on the importance of fit. In other words, what

we have observed by interviewing HR executives working in DESCON that they

believe that HR strategies must fit both with each other and with other


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organizational strategies for maximum impact. The main areas of practice

which all the HR executives agreed, have an impact on performance, are

around job design and skills development.

We were surprised to know that some where in Pakistan, HRM is being givensuch importance. We have observed that HR department is continuously

performing all its tasks in coordination with all other departments at DESCON.

As far as strategies are concerned, its obvious that they are highly confidential

for any organizations, and we cannot have access to them. So we cannot say

anything regarding this issue that how well the HR department is taking part in

it. But the way they are coordinating with all other departments and executive

with in the company is exemplary.

We have seen that they are spending a lot on the improvement and

development of their HR department. Recently they have outsourced an HR

consultancy executive Ms. Amara Bashir, from abroad on a very high salary for

there company, and her major task is to renew the HR policies according to

the needs of today. Well that is a great effort.

Basically the HEAD OF CHEMICAL BUSINESS AREA i-e Mr. Taimur Dawood

himself strongly believes on innovation and change and he always welcoming

towards adopting new technologies and new concept to meet market needs

and to compete globally.

RECRUITMENT & SELECTION (R&S)

Recruitment and Selection of the right candidate considering the vision,

mission and strategy of the organization, is the most significance of all. The

process of figuring out in advance what kinds of people and skills will be

needed in the future is one of the major strategic steps that this organization

takes to successfully recruit employees.


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PROCESS FLOW OF RECRUITMENT &SELECTION AT DESCON

CHEMICALS


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OBJECTIVES:

Need for a an

employee

Add on internet and

newspaper

Short listing

Pool of applicant

IQ Test

Final Interview

Technical Test

Initial Interview

Applicant Selection

Iffails

inanyofthese

Applicant

Rejected


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1 Manpower need identification

2 Manpower database management

3 Advertisements

4 Initial Interviews (Short Listing)

5 Written tests

6 Final Interviews

7 Job Descriptions (JDs)

8 Networking with appropriate companies for

Resource pool

EQUAL EMPLOYEE OPPORTUNITY (EEO)

They believe that Creativity is fostered by diversity of ideas, people and

lifestyles So equality of opportunity for all employees is an integral aspect of

their corporate culture, and of their Values.

They respect and encourage the ability, potential and personality of

individuals regardless of:

1 Gender

2 Age

3 Faith

4 Nationality

5 Marital status

6 Disabilities

People are the most important resource of any business. Often stated, but

seldom totally believed, organizations will learn this important fact. Your

biggest challenge will be attracting and retaining a superior workforce. Your

HR staff members are key players in recruiting and retaining staff. They are


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the heart of helping any organization form a positive, employee and customer-

oriented culture.

Strategic review of recruitment and

selection

MAKE OR BUY DECISION:

This decision is completely situation based. There are times when they needpeople who are less-skilled, in order to train them according to their own

requirements. But this is done at operational level usually. Managerial staff is

never hired by keeping this theory in mind. At managerial level they hire

qualified people through a proper recruitment and selection process. As far as

training is concerned, they do organize training programs with in their

organization or send their employees on trainings within the country as well as

outside the country, for their development according to the need of their

organization.

BUDGET:

We did not get the exact ratio, as it is confidential, but according to our own

analysis, most of the budget in HR department is allocated to recruitment and

selection. They spent heavy amounts on advertisements. In the pervious year

they even participated in a ROZEE job fair that was held in Pearl Continental in

Lahore. Right now they are concentrating a lot on EMPLOYER BRANDING i-e

making there organization a place where people want to work. And for this

they are spending a lot.

TECHNOLOGICAL SOPHISTICATION:


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Computerized resume scanning and tracking systems have made it easier for

DESCON to find the right person for the job. R&S executive in HR department

scan resumes into the system and creates applicants resumes BANK. When

managers from different departments requests for an employee provided with

specific job requirements , the R&S executive searches the database and

shortlist the applicants which suits the most with the given requirements. Then

further tests and interviews are conducted for selection.

INTERNAL VS EXTERNAL RECRUITMENT

Hiring within the organization and hiring outside the organization, both

activities are currently being done in DESCON CHEMICALS. How ever much

hiring is done from the big applicant pool generated from outside the

organization.

INTERNAL RECRUITMENT METHOD BEING USED AT DESCON

Internal recruitment and selection is done by managers and supervisors. No

concepts of job posting and job bidding is there and we think that these

methods are a bit complex for the organization and in doing so will restrictbringing new ideas and creativity in the organization.

REFFERALS

Managers and employees with in an organization who may know

some one qualified enough for a particular job.

EXTERNAL RECRUITMENT METHOD BEING USED AT DESCON

SCHOOL AND COLLEGE RECEUITING

ADVERTISING


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THE INTERNET AND THE WWW

RETAINING EMPLOYEES

Focusing a lot on making DESCON CHEMICALS a brand as an employer,

where people dream for working.

Posting or selecting Right person at the right place, to avoid any kind of

conflict or problem in future.

Formal Orientation program for newly hired employees.

Continuous Training and developmental programs for employees which

increases commitment.

ALTERNATIVE TO RECRUITMENT

Outsourcing

Independent contractors

In house temporary employees

SELECTION PROCESS AT DESCON

TESTS FOR SELECTION:


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Three major tests are conducted at DESCON for applicants who are shortlisted

by recruitment. In order to qualify for an interview the candidate must secure

at least 60% marks in each of them.

1. IQ TEST

Its a sort of an intelligence test which is divided into three parts. The

mathematical part, the general knowledge part and the English

grammar part.

2. TECHNICAL TEST

Its a test whish includes question regarding a particular field in which a

candidate has applied. For example, for hiring a chemist a technical test

is based on concepts of chemistry.

3. FITNESS TEST

Its a test which is just for hiring people at operational level. Managerialhiring just requires medical fitness certificate.

INTERVIEWS FOR SELECTION:

Interviewing a candidate before his/her final selection is considered the most

important step in DESCON. Three main interviews are conducted for this

purpose:

Unstructured interview:

An initial interview is taken by R&S executive at DESCON. Its major purpose is

to make the applicant comfortable and to create a welcoming and friendly

atmosphere for him/her.


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Semi structured interview:

An interview taken by the HEAD of HR department, to check the candidates

mind set that whether he/she is a right fit for the organization and to know

that what is the candidate expecting from the organization. The questions

asked are usually situation based or behavior describing questions.

Structured interview:

A proper structured interview is then conducted which is more like a panel

interview in which the HR HEAD, HEAD of the particular department ( who

needs an employee) and the supervisor under whom the employee will be

working sits together and ask technical questions regarding a particular field.

REFFERENCE CHECKING:

In some cases the HR department asks a selected employee for a list of

references, that may include previous supervisors or coworkers.


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CONCLUSIONS

In the majority of organizations people are now the biggest asset. The

knowledge, skills and abilities have to be deployed and used to the maximum

effect if the organization is to create value.

DCH has emerged as a leading organization of the country because of its

quality work and services and professional excellence. DCH has also made a

good name for itself and for the country internationally. The office culture and

environment prevailing at DESCON Chemicals Headquarter is really very good.

The mutual respect and coordination prevailing among the employees is

remarkable. DESCON is a modern organization that keeps pace with the

changes taking place in its external environment; and this is probably the

secret of its success.

RECOMMENDATIONS


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DCH has been fortunate to establish such a remarkable repute among all the

stakeholders. It should keep doing quality work to maintain this repute, which

is its most valuable asset.

There should be a separate personnel department which should handle all the

filing stuff business so that HR department can spend more time working for

the betterment of people working in DESCON CHEMICALS.

The job satisfaction is somewhat low among the employees as is normally the

case with the large organizations. HR department should work to find out its

causes and try to increase the employees job satisfaction. This will certainly

have a positive impact on the employee productivity and on their image as

employer too, which carries great importance for any organization.

The employee participation in decision making should be increased. This will

not only help to increase the job satisfaction among the employees but can

also help in making better decisions for the progress of the company.

As far as Recruitment & Selection is concerned, we feel they are continuously

upgrading the R&S system. But its been 3 months that Mr. Jibran who was the

R&S executive there, had resigned and Miss. Saadia Sharif (the Training &

Development executive) is handling the R&S function. So they should

immediately hire R&S executive.

We have mixed feelings about what many companies call strategic planning

but creating an overall direction for a company, office, or work group is

necessary for success. People need to feel as if they are part of something

bigger than themselves. At the same time, they need clear direction to know

what "bigger thing" they are part of. So DCH should consider this thing and

should make people feel like the y are important.

It is useful for all organizations to management their people within a planned

and coherent framework which reflect the business strategy.


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There is not single HRM strategy that will deliver success in all situations.

Organizations need to define a strategy which is unique to their own situation

in terms of context, goals, and the demands of organizational stakeholders.

_____________

We need to reinvent the field of HR in our HR educational

programs and in our businesses. HR needs to be more strategic to gain a seat

at the proverbial table, and we need to be more business-oriented. However,


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the whole HR community must invest to educate, certify, and mentor HR

professionals, or we will never see this industry gain the respect it deserves.

We can reinvent the field of HR and so we should!

______________


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APPENDIX

DESCON CHEMICALS PRIVATE LIMITED

Personnel File Checklist

Employees Name: ______________________________Employees ID:_________

Sr.

No.Documents Detail Availability

1. HR Personnel Requisition Form Yes No


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2. Employment Application Yes No

3. Bio Data / CV Yes No

4. Photocopy of National Identity Card Yes No

5. Photocopies of Educational Certificates/Degrees/ Diplomas etc. Yes No

6. Photocopies of Experience Certificates ( If Applicable ) Yes No

7. Two Recent Passport Size Photographs Yes No

8. Interview Appraisal Forms Yes No

9. Copy of Offer Letter Yes No

10. Appointment Letter Yes No

11. Medical Fitness Certificate Yes No

12. Joining Report Yes No

13. Nomination Form ( Group Life Insurance ) Yes No

14. Copy of EOBI Registration Card Yes No

15. Copy of Income Tax Registration Certificate ( if Applicable ) Yes No

16. Photocopy of valid Driving License ( if Applicable ) Yes No

17. Photocopy of Valid Weapon License ( if Applicable ) Yes No

18. Active Contact Numbers, Present and Permanent Mailing Address Yes No

19. Induction Training and Orientation Check List Yes No

20. Updated Job Description Yes No

21. Confidentiality Agreement Yes No


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AN AD OF DESCON CHEMICALS POSTING JOBS!

CAREER OPPORTUNITIESDESCON CHEMICALS (PVT) LIMITED

We are one of the leading chemical manufacturing and trading companies.Sales and marketing is our strength for which we need highly productive &self motivated individuals for the following positions:

Technical Sales ExecutiveThe above position requires professional experience of 2-3 years in sales &marketing of industrial chemicals in national/multinational Company. The

incumbent will be responsible for carrying out market research, sales &technical services. Ideal candidate should be:

B.E (Chemical Engineering)/ M.Sc (Chemistry)

MBA in addition to the above mentioned degree would be a plus.

Incharge Application & Technical ServicesThe above position requires in depth knowledge of continuous dyeing &finishing industry. The incumbent will be responsible for providing technicalservices to the customers. The ideal candidate should be:

B.Sc (Textile Engineering) with 5 years of production experience.Incharge R&D Textile Auxiliaries/ Textile Binders


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The above position requires in-depth R& D knowledge of textile auxiliariesand binders. The ideal candidate should be:

M.Phil/ M.Sc Chemistry with minimum 5 years of R&D experience in theirrelevant field.

R&D ChemistThe above position requires in-depth R& D knowledge of Polymers. The idealcandidate should be:

M.Phil/ M.Sc Chemistry with minimum 2 years of R&D experience inrelevant field.

QC Chemist B.Sc Chemistry, preference will be given to the candidates having

relevant experience.Maintenance Engineer BE Mechanical Engineer having 2 years of maintenance experience in the

chemical industry.

Incharge Instrumentation BE Macatronics/ BE Electrical ( Electronics/ Instrumentation) having 2-3

years experience in the chemical/ process industry.

Incharge Administration & Legal AffairsThe above mentioned position requires 2-3 years experience in similarposition in handling security, transport, canteen, gate office, EOBI, SocialSecurity & labour related issues. MPA IR/ Law Graduate, preference will be given to the candidates well

versed in labour laws.

HSE Executive BE/ M.Sc (Environmental Sciences) with minimum 2-3 years experience.

Preference will be given to the candidates having certified knowledge ofISO 14000 & 18000 in Chemical/ Process industry.

Quality Assurance Executive Masters/ PGD in TQM with minimum 2-3 years experience in Chemical/

Process industry.

Preference will be given to the candidates having Lead AuditorCertification.

Network/ Support Engineer

DAE/ BCS with 2-3 years experience in the field of networking / support.Assistant Network Administrator BCS/ MCS with 1-2 years experience in the field of networking.

All above positions require:

Excellent written & verbal communicationskills

Analytical skills

Self starter/ Selfmotivator

Computer Literacy Age limit maximum 30-35 years

A competitive salary package with fringe benefits will be offered tothe right candidates. Please send your CV in confidence along withrecent photographs latest by July 17th, 2007.

Human Resource Department, Descon Chemical ( Pvt) LimitedAkhavan House, 4th Floor, 38 Davis Road, Lahore-54000,[email protected]

QUALIFICATION TEST FOR THE SELSECTION OF CHEMISTS

NOTE: In order to qualify for an interview the candidate must secure 60% marks.
mailto:[email protected]:[email protected]:[email protected]


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PART (I)

Mark the correct answer

Q1. Quantitative analysis by weight is known as:

a) Gravimetric Analysis

b) Salt Analysis

c) Spectroscopic Analysis

Q2. Quantitative analysis by volume is known as:

a) Titrimetric Analysis

b) Leaching Process

c) Potentiometric Analysis

Q3. pH is defined as :

a) Primary Standards

b) log (Conc. H)

c) Secondary Standards

Q4. Standard buffer used to standardize or calibrate pH meters electrodes are;

Potassium hydrogenphthalate with:

a) pH 2.0

b) pH 4.0

c) pH 6.0

Sodium Tetraborate with :

a) pH 9.2

b) pH 8.5

c) pH 14.0

Q5. Beers Law is defined as:

a) The intensity of a beam of monochromatic light decreases exponentially as the

concentration of the absorbing substance increases arithmetically.


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b) When a beam of monochromatic light passes through a transparent medium the intensity of

emitted light decreases exponentially as the thickness of the absorbing substance increases

arithmetically.

c) When a beam of a monochromatic light strikes a polished surface the angle of incident is

equal to the angle of reflection

Q6. In infrared spectroscopy the main range of interest for analytical purposes is:

a) 12500-4000 wave numbers

b) 6000-300 wave numbers

c) 4000-400 wave numbers

Q7. The three physical states of matter are:

a) Colloids, gels, emulsions

b) solids, liquids and gases

c) acids, bases and salts

Q8. In condensation polymerization:

a) Water is formed as a byproduct

b) An acid is formed as a byproduct

c) A base is formed as a byproduct

Q9. If pressure on a gas is increased in a closed system:

a) The volume of a gas increases

b) The volume of a gas decreases

c) The volume of a gas remains constant

Q10. If temperature of a gas is increased in a closed system:

a) the volume of a gas increases

b) The volume of a gas decreases

c) The volume of a gas remains constant


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PART (II)

Mark True or False.

1. Hydrophilic means water loving.

True False

2. Hydrophobic means non-water loving.

True False

3. Cations are with negative charge.

True False

4. Anions are with positive charge.

True False

5. In H2O, H has a positive charge and OH has a negative charge.

True False

6. Oxalic Acid is a primary standard and sodium hydroxide is a secondary standard.

True False

7. Potassium hydroxide is a primary standard.

True False

8. Sodium bicarbonate is amphoteric in nature.

True False


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9. CH3COOH is a stronger acid than H2SO4.

True False

10. Vegetable oils are a mixture of monoglycerides, diglycerides, and triglycerides of fatty

acids.

True False

KEY

PART (I)

Q.1 (a)

Q.2 (a)

Q.3 (b)

Q.4 (b), (a)

Q.5 (a)

Q.6 (c)

Q.7 (b)

Q.8 (a)

Q.9 (b)

Q.10 (a)

PART (II)

1. True

2. True

3. False

4. False

5. True


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6. True

7. False

8. True

9. False

10. True


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