DESCON November 2008 1 HK 000 NG 2

Who are we? ENGINEERING CHEMICAL & TRADING POWER 2 – 2–

Descon Companies ENGINEERING CHEMICAL & TRADING POWER DESCON ENGINEERING LIMITED Descon Abu Dhabi Descon Hamriya Descon Qatar Olayan Descon Saudi Arabia Tawoos Descon Oman JGC Descon Lahore Presson Descon Lahore Gray Mackenzie UAE 3

Descon Companies ENGINEERING CHEMICAL & TRADING POWER Descon Chemicals. Descon Oxychem Jotun Powder Nimir Resins Ltd. Descon Corporation Descon Trading 4

Descon Companies ENGINEERING CHEMICAL & TRADING POWER 450 MW CCPP Rousch Pakistan Power Ltd 30 MW Altern Energy Ltd 5

Descon Engineering Key Milestones Company registered under the name Design Engineering Services and Construction (“DESCON”) I Office established in Abu Dhabi Tawoos Descon International, a JV company, F established in Oman Descon Engineering Qatar LLC established; Yanbu (saudi Arabia) Workshop commissioned Descon Chemicals 1982 Descon acquires a small sulphuric acid manufacturing unit, renamed as Salfa Chemicals 6 Descon Engineering Ghayathi shop establishe d in Abu Dhabi Work force 26000 + Countrie s 6 Offices 15 2004 1980 1977 Hamriyah Manufacturing Works, Sharjah, commissioned 1986 1998 §Launched unsaturated Descon acquires Delta Industries (Pvt) Ltd. ; Salfa merged into Delta Industries Polyester §Business venture with Reichhold Chemicals, USA §Introduced chemical range for textile and paper industry §Technical collaboration with ENKIM, Turkey 2002 2005 2006 Company name changed to Dawchem Industries (Pvt) Ltd. Descon acquires Nimir Resins Limited Notable Achievements 2008

Descon Oxychem Limited 7

Hydrogen Peroxide Industry- Product Overview The Product Hydrogen peroxide (H 2 O 2) 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 H 2 O 2 qualifies as a bio-degradable product since the residual products after reaction are simply water and oxygen In Pakistan, the major demand for H 2 O 2 is derived from the textile industry and the paper and pulp industry Until Sitara Peroxide set up its H 2 O 2 plant in 2007, the demand for H 2 O 2 was entirely met through imports 8 Chemical Structure H 2 O 2

Project Detail Project Implementation Schedule Activity 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 Production 9 Completion Date December 2008 – 9 –

Market Segments Textile Industry. Paper & Board Industry. Food & Packaging. Pharmaceuticals. Mining Sector. Cosmetics. Water Treatment Plants. 10

Our Focus On Time Delivery Price 11 Consistency in Quality Technical Services

PERFORMANCE MANAGEMENT 12

Performance Management q 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. q q 13 Continues process Alignment with strategic goals

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 organization’s 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. Documentation Purpose. 14

Performance Management Contribution A performance management system can make the following important contributions: § § 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. § Supervisor’s views of performance are communicated more clearly. § 15 Organizational goals are clearly defined Administrative actions are more fair and appropriate. § Organizational change is facilitated.

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. 16 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. 14. Ethicality.

Performance Management DISATVANTAGES /DANGERS OF POORLY IMPLEMENTED PM SYSTEMS § § § 17 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.

HR Planning Recruitment & Selection Performance Management Training & Management Development/Orientation Performance Evaluation Compensation & Benefits Promotion & Transfers 18

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. 19

Recruitment & Selection • Finalization of Job Description and Job Specification a) b) Concerned Operational Head c) • HR Department Final Approval of the Management Sourcing 1. a) Managerial Level b) Supervisory / Technicians 2. Professional Referrals 3. • Advertisement Walking candidates Interviews a) Corresponding Panels b) Levels of Interviews • • Final Selection and negotiations (Salary, Joining Date) • 20 Written / Professional Test Offer letter & Appointment letters

Orientation & Training 1. ORIENTATION a) HR Level b) Concerned Department c) 2. TRAINING PROGRAM d) Internal Resources Persons e) External Resource Persons f) Representative of Vendors / Technical Experts g) 3. 21 FUTURE TRAINING PROGRAMS

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 22

Compensation & Benefits ü Urgent need of the required staff & competencies ü Ongoing market rate ü Location & facilitation (Transport, Food etc) ü Pay for performance 23

Employees Relations q Promotion q Transfer 24

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 25

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