Team

1. Hamza Ali
2. Rabika Iqbal
3. Abdul Hadi

MANAGING HUMAN CAPITAL MR. ABDUL HAMEED KHAN

 Acknowledgments

First and foremost, we express our gratitude to Allah Almighty with His blessing that HE gives
us strength and wisdom to be able to do this.

Our gratitude is extended to our esteem course professor Abdul Hameed, his contribution in
encouragement and coordination in our project especially in completing this report.

Also, we would like to acknowledge with much appreciated role of the HR department of Dynea
Pakistan Limited who gave the gathered information and the necessary materials to complete
Report.

Thanks goes to Mr. Safdar Abbas (Sr. Dy Manager HR DPL) and Mr. Naveed (Dy. Manager
HR DPL) to arrange the visits and help us go through each and every department effectively.
In the end but the most important thanks go to our beloved parents for the encouragement to our
classmates who helped us improve our concepts and keep our competitive spirit alive.

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 TABLE OF CONTENT

HISTORY ................................................................................. 4
VISION STATEMENT................................................................ 4
MISSION STATEMENT ............................................................. 4
BUSINESS ACTIVITIES .............................................................. 4
EMPLOYEES & MANAGEMENT PROFILE .................................. 5
.............................................................................................. 6
CORPORATE SOCIAL RESPONSIBILITY ..................................... 7
ROLE OF AND IMPORTANCE OF HR ......................................... 7
PLAN TO ACHIEVE VISION ....................................................... 8
RECRUITMENT AND TALENT MANAGEMENT PROCESS ........... 8
TRAINING AND DEVELOPMENT .............................................. 9
PERFORMANCE MANAGEMENT SYSTEM ................................ 9
COMPENSATIONS AND BENEFITS ......................................... 10
APPROACHES IN MANAGEMENT USED BY HODS ................. 11
TYPE OF SYSTEM .................................................................. 11
MOTIVATION AND TALENT MANAGEMENT .......................... 11
MAINTAINING ETHICS .......................................................... 11
TENURE STABILITY ................................................................ 12
EMPLOYEES FEEDBACK ......................................................... 12
APPENDIX ............................................................................ 14
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DYNEA PAKISTAN LIMITED
History

(the Company) was incorporated on June 20, 1982 in Pakistan as a public limited company under
the companies Act, 1913 (now the Companies Ordinance, 1984) and is listed on the Karachi and
Lahore stock exchanges in Pakistan.

it is engaged in the manufacture and sale of Formaldehyde, urea/melamine formaldehyde and

aminoplast compound.

V i s i o n S t a t e me n t

Dynea Pakistan is Market Leader in its core and diversified business, delighting its customers by
providing quality products at competitive price through development of Market, product range,
technology and human capital whilst ensuring sound return to stakeholders.

M i s s i o n S t a t e me n t

Maximize productivity and sales of Formaldehyde, Amino Resin and Aminoplast Moulding
Compounds and provide satisfaction to customers.

Bus iness Activit ies

Manufacturing and sales of Formaldehyde, Urea/Melamine Formaldehyde and Aminoplast

Compounds.

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E mp l o y e e s & M a n a g e me n t P r o f i l e

There are about 500 personnel working for and with the DPL. The Management team headed by
Chief Executive includes corporate functional heads of Finance, Works, Production, Sales &
Marketing and Internal Audit.

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 CORE ORGANIZATIONAL TEAM

Chief
Executive
Officer

Chief
AGM Gadoon
Manager HR Financial GM ( Works)
Unit (Works)
Officer

Manager
Manager
Manager Electrical Manager
Manager IR Commercial &
Maintenance Instrumentati Production
Procurement
on

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Corporate Social Responsibilit y

We foster not only the culture of mutual respect among both officers and workers but also
encourages them to share their valuable input towards improving the quality of work
environment.

We are running a well maintained primary school at the Jenson village. This school has been
established primarily for company employees but children of the locality are encouraged to study
at that school. Presently there are 112 students out of whom 36 come from the local community.
Company has provided uniforms and other facilities to students

We are currently working on the project of providing literacy about the response in case of
unforeseen circumstances of spill in our factory. As we are producing Formalin which can cause
serious eyes and respiratory hazards in case of direct contact. In our surrounding, there is a small
village of about 25 houses and about 100 population, we aim to train them to act and reach safety
in case of any spill.

R o l e o f a n d I mp o r t a n c e o f H R

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During the last two-year DPL has revolutionized its HR management system, the company has
incorporated its all procedure from attendance to salary compilation and all other compensation.
The ERP system from Sidaat Hyder has been successfully amalgamated into DPL. The duties of
HR manager include the maintenance and enhancement the organization's human resources by
planning, implementing, and evaluating employee relations and human resources policies,
programs, and practices.

Plan to Achieve Vision

Identify
Objective

Feedback Altenatives

Premise of
Pursue
Best
Alternative
Altenative

Choose Best
Alternative

DPL has employed Strategic Human Resource Management. The first step has been successfully
taken by identifying its vision. For the accomplishment of the vision the company has initialized
SWOT analyses of its personnel at their core competencies to develop and design training
procedure to address each employee strength and weaknesses.

R e c r u i t me n t a n d T a l e n t M a n a g e m e n t P r o c e s s

The recruitment process at DPL starts from identifying the requirement through job analysis,
planning and forecasting. Secondly the job is advertised within the industrial circle and social
media like LinkedIn via which a pool of applicants is build. Then the initial screening is done,
after background check, in accordance with the Job Analysis, shortlisted candidates are called for
Test for motor abilities as it is Petrochemical plant having very harsh and unpredictable
environment then selected candidates are requested to take written test which includes Test of
Cognitive Abilities and personality traits.

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Written Test

The written test includes test of following traits

English Language
Communications
IQ
General Knowledge
Technical Knowledge

Interview
For management level recruitment, DPL conducts panel interview which consist of two steps, in
first step the candidates are asked structured set of questions aim in assessing technical skills and
behavioural traits this panel includes manager production, manager maintenance and HR
manager. The second part of the interview consist of situational test conducted by GM and CEO.

T r a i n i n g a n d d e v e l o p me n t

In DPL, special attention is being given to Training and development of personnel. There is a
program in place for evolution of personnel which comprises of in house as well as external
sources. The personnel are given continuous training on site for plant operation and classroom
for

personality development. Selected employees are also sent to seminar and conferences so that
they learn and develop ad then transfer their learning to all their colleagues. In this way DPL
encourages its personnel to modernize their development and make sure that all its employees
are in loop as well as to remain in its budget constraint for the specified subject.

P e r fo r ma n c e M a n a g e me n t S y s t e m

In DPL there is an annual appraisal system, the Head of the department is responsible for
evaluation and marking the appraisals for each of its staff. He collaborated with the shift in
charges and shift supervisors to mark each staff member.

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C o mp e n s a t i o n s a n d B e n e fi t s

DPL awards three annual bonuses to its

permanent staff along with leave fare
assistance. DPL has also implemented the
policy of profit sharing with its staff. The 5%
of the annual profit after taxes and interest is
shared with employees according to their
basic pay, so the grievances of the casual staff
is heavily compensated to keep their needs
fulfil. DPL has worked since its inception to satisfy all the need in Maslows Pyramid so the
retention rate of the employees is very high. There are about 48% of employees in DPL whim are
with the company since or very early of its inception in 1984 in Pakistan.

DPL has gone a long way to achieve work life balance of its employees. Its mandatory for every
employee to utilized minimum of continuous 7 days of its annual leave out of 15, and also award
leave fair assistance to do so.

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A p p r o a c h e s i n ma n a g e me n t u s e d b y H O D s

We believe in Human behavior approach i.e. understanding human relations and cultivating it as
a system. Core dynamics of this approach are motivation, leadership and participative
management.
We put emphasis on greater productivity through motivation and good human relation.
But all this approach could not encompass all that we have to face, in order to maintain harmony
among organizational personnel so that we all could work towards our goal attainment, our
managers have to make some tough decisions

Type of Syste m

We have an open system in our organization. Every customer is a valued customer, they are
given utmost importance. The contract of sale and supply is values more than the profits. We
believe in maximizing customer life time value instead of short term profit.

M o t i v a t i o n a n d T a l e n t M a n a g e me n t

DPL has implemented Monthly Best

Employee reward given to two
personnel whom has shown
extraordinary efforts or capability to
avert any abnormality, the award
includes certificate and cash prize.

Maintaining Et hics

We have zero tolerance for violence against any member of the workforce or its property and
prohibits employees from committing violent acts or threatens to commit such acts.

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Our employees are responsible to maintain office decorum and observe office timings, dress
code and fulfil work commitments. We foster well-being and health of its employees and
discourages illegal use drugs or alcohol on the job or work in presence of such substances in the
body. We prohibit smoking in undesignated areas, it is strictly forbidden to violate of safety or
health rules.
There is completely outlined boundaries for employees behaviour for which is acceptable,
punishable and unforgiveable sins. We have a fair policy when it comes to awarding and
punishing.

Tenure stability

We are fair policy employer; our personnel are given fair employee contract and they on
permanent basis. They are given full substantial remuneration on retirement as well as during
their tenure with us.

E mp l o y e e s Fe e d b a c k

The employees at DPL are a happy family regardless they are permanent or casual staff. There is
no discrimination to the very core of organizational culture. DPL factory at
Hub Industrial Trading State is like a second home to every personnel, they
smile, laugh and face every downfall situation together. DPL workers lives
and preach the moto of WE such a vigorous force that it looks like they
are blood related workers striving for the achievement of organizational
vision and meeting short term goal.

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 Satisfaction

15%
Yes
10% 10% No
Need Imporvement
75%

Tenure Stability

4%
10%

Yes
No
Not Sure

86%

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Project Questionnaire

1. Name of the company

2. Company Representative

3. Average Number of Employees in 2017

4. Industrial Portfolio

5. Mission / Vision

6. Corporate Social Responsibility

7. Importance of Human Resource

8. Role and responsibilities of HR Manager

9. Do the company employ any plan to achieve their vision

10. Recruitment Process or Talent Management Process

11. Personnel Planning and recruiting

12. Employee Testing and selection

13. Interviewing Candidate

14. Training Development

15. Performance Management and Appraisal

16. Employee safety and health.

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ABBREVIATIONS
DPL DYNEA PAKISTAN LIMITED

SOURCES
Mr. Naved Dy. Manager HR (Dynea Pakistan Limited)
Mr. Safdar Abbass Sr. Dy. Manager HR (Dynea Pakistan Limited)
Mr. M Lasi - Manager IR (Dynea Pakistan Limited)
Mr. Syed Minhaj GM (Dynea Pakistan Limited)

Pictures
Courtesy of www.google.com

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Disclaimer: The purpose of the information gathered in this report is for educational purposes
only.

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