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DESCON

November 2008

Who are we?

2 ENGINEERING CHEMICAL & TRADING POWER – 2 –

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Descon Companies

ENGINEERING

CHEMICAL & TRADING

POWER

DESCON ENGINEERING LIMITED Descon

Abu Dhabi Descon Hamriya Descon

Qatar Olayan Descon Saudi Arabia Tawoos Descon Oman JGC Descon Lahore Presson Descon Lahore Gray Mackenzie UAE

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Descon Companies

ENGINEERING

CHEMICAL & TRADING

POWER Descon Chemicals. Descon Oxychem

Jotun Powder Nimir Resins Ltd.

Descon Corporation Descon Trading

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Descon Companies

ENGINEERING

CHEMICAL & TRADING

POWER 450 MW CCPP Rousch Pakistan Power Ltd 30 MW Altern Energy Ltd

Key Milestones Company registered under the name Design Engineering Services and Construction I 1980 Office established in Abu Dhabi Tawoos Descon International, a F established in Oman 6 1982 1977 Descon acquires a small sulphuric acid manufacturing unit, renamed as Salfa Chemicals Descon acquires Delta Industries (Pvt) Ltd.; Salfa merged into Delta Industries 1986 1998     Launched unsaturated Polyester Business venture with Reichhold Chemicals, USA Introduced chemical range for textile and paper industry Technical collaboration with ENKIM, Turkey Descon Engineering Qatar LLC established; Yanbu (saudi Arabia) Workshop commissioned Hamriyah Manufacturing Works, Sharjah, commissioned Ghayathi shop establishe d in Abu Dhabi 2004

Descon Engineering Work force 26000 + Countri es Offices 6 15

2002 2005 Company name changed to Dawchem Industries (Pvt) Ltd.

2006 Descon acquires Nimir Resins Limited Notable Achievements 2008

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Descon Oxychem Limited

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Hydrogen Peroxide Industry- Product Overview

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

Project Detail

Activity Acquisition of Land Civil Work Project Implementation Schedule Completion Date Acquired 100 % of civil work has been completed Arrival of Machinery Erection / Installation

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Plant Commissioning Trial Production Commercial Production 100% complete 100% complete October 2008 November 2008 December 2008

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Market Segments

10  Textile Industry.

 Paper & Board Industry.

 Food & Packaging.

 Pharmaceuticals.

 Mining Sector.

 Cosmetics.

 Water Treatment Plants.

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Our Focus

    Consistency in Quality On Time Delivery Price Technical Services

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PERFORMANCE MANAGEMENT

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Performance Management

 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

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AIMS AND ROLES OF PM SYSTEM

Strategic 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.

Performance Management Contribution

A performance management system can make the following important

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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 SYSTEM

01. 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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Performance Management

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.

18 Performance Management HR Planning Recruitment & Selection Training & Management Development/Orientation Performance Evaluation Compensation & Benefits 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) b) c) HR Department Concerned Operational Head Final Approval of the Management

Sourcing

1.

Advertisement a) b) 2.

Managerial Level Supervisory / Technicians 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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Orientation & Training

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

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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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