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INTERNSHIP REPORT

Submitted By: SADIA WARIS Intern ID: I-0701 Training & Development Corporate HRD Duration: 8 weeks Immediate Supervisors
Ms. Khadija Mumtaz Mr. Aamir Iqbal Ms. Rabeea Khan

TABLE OF CONTENTS

Section

Page

Acknowledgement Abstract Company profile

Activity I

3 4 6 7 8 9 10 11
12 14 16 17~18

Training evaluation of QA/QC for line managers Training presentations Recommendations to HRD policies PMS training Report writing on LMW visit
Orientation on Job Analysis Overview (DCS BA) My vision of DEL Recommendations

Activity II

Activity III

Activity IV

Activity V

Activity VI

Activity VII Activity VIII Activity IX

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 organizations operations, gave me orientation about company which was very useful, helped me whenever I asked or didnt 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

Abstract
As an Intern in Descon Engineering Limited, I came to know the detail of organizations 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

5 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.

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

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.

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 Descons 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.

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.

Activity 4: PMS Training

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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.

Activity 5: Report writing on LMW Visit

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

Orientation on Job Analysis

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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:

Collect Job information Analyze Job information Prepare Job Description

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 5. Implementation

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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

Infrastructure projects

Plant construction

Plant services

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.

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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 dont 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, companys 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.