SUPERIOR UNIVERSITY LAHOREPIQC INSTITUTE OF QUALITY INDUSTRIAL VISIT REPORT MS HRM:ORGANIZATIONAL BEHAVIOURSUBMITTED TO: SIR.ABDUR RAHMAN PIQC, PIQC INSTITUTE OF QUALITYSUBMITTED BY: MUHAMMAD WASEEMMS HUMAN RESOURCE MANAGEMENT ROLLNO.:MSHRM: 11304
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Over the last three decades Descon has evolved into a multi faceted Engineering and
Manufacturing concern and has further spawned a group of ventures with a diverse activities
portfolio: Project Management, EPC, Engineering, Manufacturing, Construction, Maintenance,software development, Mining, Chemicals and Trading, While the group companies operate
independently under a corporate structure, Descon Engineering remains the flagship company
and provides the associated identity to its affiliates.
The company is unique in its resources base with in house capabilities for Design Engineering,
Manufacturing, Construction and Maintenance Service. These are applicable to a wide variety of
projects related to Industrial plants, Energy and Infrastructure development for which services
are provided selectively or on turnkey/ EPC basis.
Project management expertise vested through sophisticated IT based systems is one of the key
elements in achieving successful culmination of projects. The company’s operations span
Pakistan, The UAE, Saudi Arabia, Qatar, Oman, Egypt and Afghanistan. Joint venture partners
and technology alliances include JGC Corporation Japan, Enerflex Presson, Canada and Eckrohr
Kessel, German. The roster of clients and end users is replete with auspicious names such as
Sabic, Aramco, Adnoc, Borouge, Gasco, Qatar Petroleum and WAPDA, NHA, OGDCL at
Succession planning for key position has great significance at Descon Ltd. also. STARS are the
employees, who can be promoted for the top most positions and CEO’s also. Special
consideration has given to STARs at Descon Ltd. Job rotation is one of the strategies to prepare
them knowledgeable and build in a competency regarding different aspects of company business.
Finally prepare a person who is able for the position of CEO. This strategy is the major strength
of Descon’s HR system.
12. ORGANIZATIONAL STRUCTURE
Descon has Matrix organizational structure that assigns specialists from different functional
departments to work on one or more projects. Matrix structure is suitable for project based
organizations most. Individuals have to report to their functional department head as well as
Project head. It means dual reporting, dual KPI’s, and dual responsibilities.
Weaknesses
Not supporting culture for employee unions.
Labour acquired through the contractor, and company not owned those workers, and feels
free from the any violation of labour laws by the contractor.
Annual basis appraisal is not much suitable for project based organization. May be a
person perform well on some projects and not in others. Blend of both annual appraisal
and project based appraisal is suitable for the evaluation of individual performance.
Development policies about individuals at HIPOS and STARs level are well prepared butfor middle and lower management level not specific. There is need to fulfill a vacant
executive position by promotion instead of outsourcing.
In Matrix structure dual reporting, dual KPI’s, and dual responsibilities create problems