DESCON

November 2008

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HK000NG2
Who are we?

ENGINEERING

CHEMICAL &
TRADING

POWER

2 2
Descon
Companies
ENGINEERING

DESCON
CHEMICAL & ENGINEERING
LIMITED
TRADING
Descon
Abu Dhabi
Descon
POWER 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

Descon Chemicals.
POWER
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

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 Key Milestones

Office Hamriyah
establishe
Descon
Manufacturin Engineering
Company d in Abu g Works,
registered Dhabi Sharjah, Work 26000
under the
Engineering

commissione force +
name Design Descon
d
Engineering Engineering Ghayathi
Services and Tawoos Qatar LLC shop Countri
6
I
Construction Descon established; establish es
Descon

(DESCON) International, Yanbu (saudi ed in Abu

F
a JV company, Offices 15
Arabia) Dhabi
established in Workshop
Oman commissioned
1980 2004

1982 1986
1977 1998 2002 2005 2006 2008
Descon
acquires a Company
Chemicals

small name
sulphuric changed
Launched
acid to
Descon

unsaturated Dawche
manufacturin Polyester m
g unit, Business venture
renamed as Industrie
Descon with Reichhold
Salfa s (Pvt) Descon
acquires Chemicals, USA
Chemicals Ltd. acquires
Delta Introduced
Industries chemical range for Nimir
(Pvt) Ltd.; textile and paper Resins
Salfa industry Limited
merged into Technical Notable
6 Delta collaboration with Achievements
Industries ENKIM, Turkey
 Descon Oxychem Limited

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Hydrogen Peroxide Industry- Product
Overview
The Product Chemical Structure
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 H2O2
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

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Project Detail
Project Implementation Schedule

Activity Completion Date

Acquisition of Land Acquired

Civil Work 100 % of civil work has been completed

Arrival of Machinery 100% complete

Erection / Installation 100% complete

Plant Commissioning October 2008

Trial Production November 2008

Commercial
December 2008
Production
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Market Segments

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
organizations 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.
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Documentation Purpose.
 Performance Management
Contribution
A performance management system can make the
following important 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.
Supervisors views of performance are communicated more
clearly.
15 Administrative actions are more fair and appropriate.
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.
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14. Ethicality.
 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.

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 HR Planning

Recruitment &
Selection

Performance Training & Management

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) HR Department
b) Concerned Operational Head
c) Final Approval of the Management
Sourcing
1. Advertisement
a) Managerial Level
b) Supervisory / Technicians
2. 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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