89682264 internship report descon
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INTERNSHIP REPORT
Submitted By:
SADIA WARISIntern ID: I-0701
Training & DevelopmentCorporate HRD
Duration: 8 weeks
Immediate Supervisors
Ms. Khadija MumtazMr. Aamir IqbalMs. Rabeea Khan
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TABLE OF CONTENTS
Section Page
Acknowledgement 3
Abstract 4
Company profile 6
Activity I Training evaluation of QA/QC for line managers 7
Activity II Training presentations 8
Activity III Recommendations to HRD policies 9
Activity IV PMS training 10
Activity V Report writing on LMW visit 11
Activity VI Orientation on Job Analysis 12
Activity VII Overview (DCS BA) 14
Activity VIII My vision of DEL 16
Activity IX Recommendations 17~18
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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 organization’s
operations, gave me orientation about company which was very useful, helped me
whenever I asked or didn’t 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
3
Abstract
As an Intern in Descon Engineering Limited, I came to know the detail of organization’s
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
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• 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.
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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
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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
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Introduction:
I was assigned to make the soft skill presentations on “Communication barriers”,
“Courtesy” and “How to improve motivation” for the Descon’s 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
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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
can’t 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:
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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Collect Job information
Analyze Job
information
Prepare Job Description
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 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.
DCS-BA
Infrastructure projects Plant construction Plant services
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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 don’t 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,
company’s 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.
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