DESCON CHEMICAL PVT LIMITED

Strategic Human Resource Management

FINAL PROJECT

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DESCON CHEMICAL PVT LIMITED

Company selected :

DESCON CHEMICALS PRIVATE LIMITED (DCH)

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DESCON CHEMICAL PVT LIMITED

SUBJECT : STRATEGIC MANAGEMEN PROJECT

SUBMITTED TO: Mrs . NIGHAT ANSARI

SUBMITTED BY: AMNA MAHMOOD AMINA NASIR HAJIRA MEHBOOB RABAIL AKBAR TUBA SHOUKAT (40) (04) (44) (15) (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 ....07 Companys profile.08 HR department in DCH.12 Departmental chart13 Function performed there..14 Strategic Link..14 RECRUITMENT & DCH15 SELECTION in

The Process..1 6 Objectives ..17 Strategic Review18 Alternatives to recruitment20 Selection Tests.21

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Selection Interviews.21 Conclusion .23 Recommendations 23 Appendix 24

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 CHEMICAL PVT LIMITED

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

DESCON CHEMICALS :
Founded Chemical partners in 1981, Descon in the of Chemicals country. products, and

established itself as one of the leading Manufacturers a diverse strong Descon Chemicals offers its clients and family unsurpassed quality, unparalleled technical competence, commitment

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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 2 Honesty, Integrity, and Humility Open and Candid environment

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3 4 5 6 7

Commitment and Teamwork Encourage Innovation and Initiative Recognition, Growth & Respect for Individual Customer Focus Service to Nation

Products and Services:

DESCON CHEMICALS deals in the following products: 1 2 3 4 5 Coating and emulsions Adhesives Paper chemicals Textiles 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 role in the long term success of this enterprise.

OBJECTIVES OF HR DEPARTMENT
1 2 3 4 Instill ownership of Vision, Mission and Values at all levels. Recruitment and selection of employees for different jobs and positions. Training of companys employees when required. Custodian of all management personnel record of individuals

(permanent and contract). 5 6 Personal record and dossiers on training and assignments. Revisiting HR Systems jointly with BA/BSD Heads and monitoring their implementation through line function.

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Principle monitor of Company wide HR culture through effective feedback mechanism.

To ensure a culture of transparency, fair play, and equitable treatment while dealing with employees

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 2 3 4 Recruitment & selection Compensation & benefit Training & development Policy management Administration, another function of HR being practiced over here is treated 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 given such 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 CHEMICALS

FLOW

OF

RECRUITMENT

&SELECTION

AT

DESCON

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DESCON CHEMICAL PVT LIMITED Need for a an employee

Add on internet and newspaper

Pool of applicant

Short listing

Initial Interview If fails in any of these

IQ Test

Applicant Rejected

Technical Test

Final Interview

Applicant Selection

OBJECTIVES:

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1 2 3 4 5 6 7 8

Manpower need identification Manpower database management Advertisements Initial Interviews (Short Listing) Written tests Final Interviews Job Descriptions (JDs) 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 2 3
4

Gender Age Faith Nationality Marital status Disabilities

5 6

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 customeroriented culture.

Strategic selection

review

of

recruitment

and

MAKE OR BUY DECISION: This decision is completely situation based. There are times when they need people 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 restrict bringing 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. Managerial hiring 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.
1.

Documents Detail
HR Personnel Requisition Form

Availability
Yes No

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2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21.

Employment Application Bio Data / CV Photocopy of National Identity Card Photocopies of Educational Certificates/Degrees/ Diplomas etc. Photocopies of Experience Certificates ( If Applicable ) Two Recent Passport Size Photographs Interview Appraisal Forms Copy of Offer Letter Appointment Letter Medical Fitness Certificate Joining Report Nomination Form ( Group Life Insurance ) Copy of EOBI Registration Card Copy of Income Tax Registration Certificate ( if Applicable ) Photocopy of valid Driving License ( if Applicable ) Photocopy of Valid Weapon License ( if Applicable ) Active Contact Numbers, Present and Permanent Mailing Address Induction Training and Orientation Check List Updated Job Description Confidentiality Agreement

Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

No No No No No No No No No No No No No No No No No No No No

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AN AD OF DESCON CHEMICALS POSTING JOBS!

CAREER OPPORTUNITIES
DESCON 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: The 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.

Technical Sales Executive

Incharge Application & Technical Services

finishing industry. The incumbent will be responsible for providing technical

services to the customers. The ideal candidate should be: B.Sc (Textile Engineering) with 5 years of production experience.

The above position requires in depth knowledge of continuous dyeing &

Incharge R&D Textile Auxiliaries/ Textile Binders

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The above position requires in-depth R& D knowledge of textile auxiliaries
and binders. The ideal candidate should be: M.Phil/ M.Sc Chemistry with minimum 5 years of R&D experience in their relevant field. candidate should be: M.Phil/ M.Sc Chemistry with minimum 2 years of R&D experience in relevant field.

R&D Chemist The above position requires in-depth R& D knowledge of Polymers. The ideal

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 Affairs

The above mentioned position requires 2-3 years experience in similar position in handling security, transport, canteen, gate office, EOBI, Social Security & 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 of ISO 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 Auditor Certification.

Network/ Support Engineer Assistant Network Administrator

DAE/ BCS with 2-3 years experience in the field of networking / support. BCS/ MCS with 1-2 years experience in the field of networking. All above positions require: Excellent written & verbal communication Analytical skills skills Self starter/ Self Computer Literacy Age limit maximum 30motivator 35 years A competitive salary package with fringe benefits will be offered to the right candidates. Please send your CV in confidence along with recent photographs latest by July 17th, 2007.

Human Resource Department, Descon Chemical ( Pvt) Limited

Akhavan House, 4th Floor, 38 Davis Road, Lahore-54000, hr@desconchemicals.com

QUALIFICATION TEST FOR THE SELSECTION OF CHEMISTS NOTE: In order to qualify for an interview the candidate must secure 60% marks.

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DESCON CHEMICAL PVT LIMITED

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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DESCON CHEMICAL PVT LIMITED 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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DESCON CHEMICAL PVT LIMITED

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