1 DS Construction Libya, UAE, India. Contents 1. Foreword 2. Editor’s addresses 3. HR Initiatives Employee Retention Employee Benevolent Fund 4. Site News 5. Management Team 6. New Employees in May 2010 7. Induction & its Benefits 8. Birthday Big Boys in May 2010 9. Brush up Basics 10. What is Performance Appraisal 11. Introducing New Delhi Staff 12. FIFA 2010 Foreword By B. S. Narula Greetings: As the summer peaks up in Libya, and only economy in Africa where business potential is jumping 4 times in comparison to the other nations, I am excited about the way the industry and our company is moving. It is an interesting and vibrant year where there will be challenges in the business arena and the way the company responses and handles it Our strength with which we are able to manage the massive construction site execution is commendable in Sebha. I am determined to ensure internally we are stronger and better prepared. Here I want to remind you all about one of our core values is to Challenge the Limits & Constraints-and market the opportunities favour a prepared mind. To harnessing human relations this start, I would say that communications and information exchange plays a vital role within an organization. I hope that with the introduction of this PRERNA Employee News letter (ENL), we are able to bridge communication gaps within DSC spread over India, Dubai, and Libya. Read my lips, this is just beginning to bring all staff closer to and inculcate a strong DS family identity for all divisions to go to the market as ONE. DS Construction FZ CO Libya therefore gives top priority in providing conducive and a well bonded working environment and I hope this Employee News bulletin would be a mean of achieve the new heights. The good start will then be complementing what we have done in 2009 where we strengthened our position in terms of Organizational, Financial and Business aspects to meet the internal & external challenges ahead. As we endeavor to reshape our company, let’s continuously give our best to the company. I am sure that our effort will bear fruits in whichever and every level we are in. Last but not the least; I would like to thank VP-HR (GVS RAO) and his team for their dedicated effort in creating and developing this news material which will create a new philosophy of awareness and transparency in the DS family. Warm Regards B. S. Narula Director (Operations), SWANI, TRIPOLI, LIBYA “Desire is the key to motivation, but its determination and commitment to an unrelenting pursuit of your goal – a commitment to excellence – that will enable you to attain the success you seek”. -Mario Andretti- PRERNA Employees News Letter 31 May 2010 Inaugural Edition Number 1
Transcript
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DS Construction Libya,
UAE, India.
Contents
1. Foreword 2. Editor’s
addresses 3. HR Initiatives Employee
Retention
Employee Benevolent Fund
4. Site News
5. Management Team
6. New Employees in May 2010
7. Induction & its
Benefits
8. Birthday Big Boys in May 2010
9. Brush up Basics
10. What is
Performance Appraisal
11. Introducing New Delhi Staff
12. FIFA 2010
Foreword By B. S. Narula
Greetings:
As the summer peaks up in Libya, and only economy in Africa where business potential is jumping 4 times in comparison to the other nations, I am excited about the way the industry and our company is moving. It is an interesting and vibrant year where there will be challenges in the business arena and the way the company responses and handles it
Our strength with which we are able to manage the massive construction site execution is commendable in Sebha. I am determined to ensure internally we are stronger and better prepared. Here I want to remind you all about one of our core values is to Challenge the Limits & Constraints-and market the opportunities favour a prepared mind.
To harnessing human relations this start, I would say that communications and information exchange plays a vital role within an organization. I hope that with the introduction of this PRERNA Employee News letter (ENL), we are able to bridge communication gaps within DSC spread over India, Dubai, and Libya. Read my lips, this is just beginning to bring all staff closer to and inculcate a strong DS family identity for all divisions to go to the market as ONE.
DS Construction FZ CO Libya therefore gives top priority in providing conducive and a well bonded working environment and I hope this Employee News bulletin would be a mean of achieve the new heights. The good start will then be complementing what we have done in 2009 where we strengthened our position in terms of Organizational, Financial and Business aspects to meet the internal & external challenges ahead.
As we endeavor to reshape our company, let’s continuously give our best to the company. I am sure that our effort will bear fruits in whichever and every level we are in.
Last but not the least; I would like to thank VP-HR (GVS RAO) and his team for their dedicated effort in creating and developing this news material which will create a new philosophy of awareness and transparency in the DS family.
Warm Regards B. S. Narula Director (Operations), SWANI, TRIPOLI, LIBYA
“Desire is the key to motivation, but its determination and commitment to an
unrelenting pursuit of your goal – a commitment to excellence – that will enable you to attain the success you seek”.
-Mario Andretti-
PRERNA
Employees News Letter
31 May 2010 Inaugural Edition Number 1
2
Chief Editor
addresses
MISSION OF HR
To create and nurture the right Environment and working conditions, so as to motivate and instill in our employees of all grades, a sense of respect, loyalty, dedication and professionalism in performing their duties
Editors Note By Gubburu VS Rao Greetings from Tripoli, Libya, North Africa Wishing you all a safe, healthy summer ahead in Libya As we usher Summer we may reflect on the events of the past and learn from our mistakes and hopefully make us better individuals. This in turn, would help create the basis of a better working setup our endevour is provide facility to ensure peaceful personal life off from the work tasks. As a start, this Summer 2010, we in DS Family in Libya are pleased to release our FIRST issue of PRERNA –Employee newsletter which we will continue to publish on a monthly basis. AS this is our first publication, we look forward to suggestions from all the DS family members; we will strive to improve the Newsletter edition after edition. We would like to appreciate contributions of photos and articles concerning Personnel, Human Resource…….which we may include in the coming issues. Happy Reading!!! Gubburu VS Rao Vice President –HR SWANI, TRIPOLI, LIBYA
We are what we repeatedly do. Excellence, then, is not an but a habit
-Aristotle-
From 01 Jan 2010 till 31 May 2010
Promotion Announcement
Devendar singh has been promoted as Addl. General Manager.
Sajan Varughese has been promoted as Office Manager
Gurvinder Singh Pal has been promoted as Administrative Officer
John T. O has been promoted as Sr. Draughtsman Sudhir Kumar has been promoted as Asst. Purchase Officer
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From 01 Jan 2010
till 31 May 2010 Promotion Announcement
HR Initiatives
Ram Seti has been promoted as Foreman Civil
Lember has been promoted as Foreman Civil
Mohd. Hasrathulla has been promoted as Foreman Welder Nabirul Ansari has been promoted as Charge hand Electrical
Kamlesh Sharma has been promoted as Charge hand Mason
Sujit Kumar has been promoted as Charge hand Plumber Basudeva Jen has been promoted as Charge hand Elect. Ramesh Masih has been promoted as Camp In char Charan Das has been promoted as Supervisor B. Plant Karamjit Singh has been promoted as Supervisor Transport
EMPLOYEE RETENTION
We at DSC are of the firm belief that our employees make Organization to achieve its Vision. To ensure the highest level of employee contentment, in the following HR initiatives are being implemented.
All Employee grievances get addressed
Delinking Contracts with Performance Management Process
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Recognition and reward program
Employee Annual Vacation and Leaves
Identification of (HARD CORE) HC 1, HC 2 & HC 3 & HC 4 to ensure fast track career path
Proposal for establishing an employee benevolent fund, the salient features of which are as under
Employees & Employer will have contributions
This fund objective is to help the deceased family members, where Insurance is denying / natural unexpected Death
Details can be obtained from Administration department
Hon Chairman approved to disburse a cheque of Indian Rupees Two lakhs to the dependents
1. Mr. Bhanwar lal Verma, Card No. 15891 and
2. Mr. Gurdev Singh, Card No. 13092 who died in Libya due to Cardiac Arrest (Natural Death)
There will 2 separate funds, one contribution from Worker’s and another Staff’s
Monthly contributions will be from April 2010, Employee Earnings.
HEADLINES on
our Business in
LIBYA
Project updates
PROJECT: Widening & Strenthening of Main Road of Azizia City – Phase 3
CLIENT : Organization for Development of Administration Centers
VALUE : 17 million
The Project handing / taking over Committee visited the Project.
PROJECT: Gherian – Mazda Road Project
CLIENT : Department of Roads & Bridges
VALUE : 16 million
Three additional BITUMEN Storage Tanks have been installed in May 2010 to enhance the stock capacity and expedite the progress of works.
PROJECT: Kremia Marketing Complex
CLIENT : Organization for Development of Administration Centers
VALUE : 20 million
Honorable Prime Minister of Libya visited the Kremia site on 28th May 2010.
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HEADLINES on
our Business in
LIBYA
PROJECT: 1500 Housing Unit at Kufra
CLIENT : Executive Authority of Housing of Utility Projects, Misurata (HIB)
VALUE : 223 million
General Committee of GSPLAJ visited KUFRA site on 15th May 2010 to the progress of works.
CONFLUENCE, A Project Management Co. has been engaged to provide project
management services for the project. Their deployment will commence from June 2010.
Mr. S K D Malisetti Venkata Simhadri, Sr. Vice President (Projects) has taken
charge of KUFRA project w.e.f May 2010.
PROJECT: 3050 Housing Unit in Seba
CLIENT : Organization for Development of Administration Centers
VALUE : 719 Millions
HEPHER Project Management Company has been engaged for providing project
management services for the project. Their deployment will commence w.e.f. June 2010.
Mr. Vinay Kapoor, Executive Director (Operations) has taken over in May 2010.
Still have the pride to be the highest valued project for DSC Libya.
As we express our gratitude, we must never forget that the highest
appreciation is not to utter words, but to live by them. -John. F. Kennedy-
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Management
Team in LIBYA
KNOW YOUR MANAGEMENT TEAM
in DS CONSTRUCTION FZ CO
H S NARULA Chairman
B S NARULA Director
(Operations)
T K GHATAK SR. E D (Projects)
SUDHIR KUMAR ED (F&A)
VINAY KAPOOR E D (Projects)
LAXMIKANTH A ED (Project)
O. D. SHARMA E D (Projects)
18042
S K D Malisetti V S
Sr. VP (Projects)
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NEW
family
members
in DSC FZ CO
Libya in April,
May 2010
Joined During May 2010
17937
Sudhir Kumar (DGM – Site)
17938
Kapil Kumar (Manager Admin)
17965 Lakshmikant Atchutuni
ED (Projects)
17943 Mohd. Aman Ullah Shareef
(Engineer HVAC)
17940
Sandesh Rai Guthu (Quantity Surveyor)
17944
Tapan Kumar Tripathy Accountant Site
17945
Achyut Rajan Agrawal (GET (P&E)
17941 Shijo Podiyan
(Quantity Surveyor)
17946 Gunjan Kumar
Jr. Engineer (Mech.)
17975 Mohd. Shameem
Engineer - Project
17976
Nagoor Meera
Admin. Assistant
17977
Purna Prasad Arakere
GM- Projects
17978 Rajnish Khanna
Dy. G M (Admin.)
Vinay Kapoor
ED (Projects)
18042
S K D Malisetti V S
Sr. VP (Projects)
18079 Ramesh Kumar
Hyderkhan
Head - HSE
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NEW
family
members
in DSC FZ CO
Libya in April,
May 2010
17939
Bindeshwar Kumar (Surveyor - TS)
17948 Anurag
Supervisor Civil (Fini)
17947 Rajni Kant Thakur Supervisor Joinery
17974
Imran Khan
Supervisor Civil
17979 Sushanta Mondal
Foreman - Shuttering
18015
Divakara Thoppanahally P
Electrical Engineer
18016
Dayamay Mondal
Surveyor TS
18017 Mohd. Shah Alam
Foreman Shutteing
18018
Praphool Kumar Pathnayak
Foreman Finishing
18019 Shiv Kumar Upadhyay
Foreman Reinfrcement
18020 Gagan Kumar Joshi
Asst. Store Keeper
18021
Pradeep Kumar Raut Time Keeper
18022 Laxmi Kant Patasani
SuperCivil (Masonary)
18023 Vikas Goswami
Officer Safety
18024
Tajuddin Shaik
Foreman Mechanical
18043
Mayankumar Keshavlal Patel
Sr. Surveyor - T S
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Employee Induction & its Benefits
What is induction
Induction is the first step in building a two-way relationship between the DS Construction FZ CO Libya and an employee. HR department is committed to recruiting and retaining quality staff, and is therefore committed to a high quality induction program for staff.
Taking up a new position with a new organization or department can be a daunting process. There are new colleagues to meet, new processes to become familiar with, new offices and buildings to navigate, new software to master, employment conditions to understand AND a job to learn!
Benefits of induction
The transition to the new workplace is made easier and more effective for both the employee and employer if there is an effective induction process in place.
Induction provides new staff members with a comprehensive introduction to their role, their workplace and the Company, which clarifies what is expected of them in terms of
professional conduct and performance.
A properly conducted induction process makes strategy in practice and in retaining staff, reducing staff turnover and fostering effective performance.
It is the line manager's responsibility to ensure that their staffs are successfully inducted.
Big Boys Birthday in May 2010.
PRERANA heartily congratulates and wishes ahead 365 days full of health and family safe.
18044 Hardeep Singh Joshi
Lab Technician
18045 Kailash Chandra Lenka
Sr. Civil Foreman
18046 Ayub Khan Kayamkhani
Camp Supervisor
18047 Mohd. Nabab
Camp Supervisor
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HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
Sudhir Kumar 06.05.1964
Loganathan Venugopal 07.05.1950
Pravin Kumar Thakur 11.05.1972
Ravi Muthuswamy 26.05.1957
Rajeev Kumar Jha 23.05.1975
Mohd. Arif 24.05.1974
Varghese Mathew 14.05.1970
Sarojakshan Pillai 03.05.1964
Pradosh Kakkarayil 11.05.67
Bhim Bahadur Chettri 22.05.1970
Gouranga C. Routray 04.05.1977
Nagaraja M. B. 16.05.1969
Md. Salman Abid 05.05.1967
Ashrith Kumar Manjunath 24.05.1984
Manoj Kumar Pillai 25.05.1982
Subhash Rajan 25.05.1969
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HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
Govindan Kutty 04.05.1968
Aloka Behera 13.05.1975
Samar Alam 18.05.1973
Anup Kumar TS 18.05.1982
Rajeev C R 23.05.1975
Sunil Sudharan Palaian 24.05.1979
Senthil Kumar Jayabal 11.05.1984
Shaji Sadhasivan V 14.05.1983
Nagaguru Karuppasamy 06.05.1985
Ramendra Nath Bairagya 15.05.1960
Soundar Rajan Vellakutti 08.05.1970
Pramod Kumar M. 17.05.1980
Banslal 01.05.1957
Om Chand 05.05.1977
Prabhaharan R. 15.05.1966
Vijayan Sadanandan 20.05.1967
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HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
Pramod Kumar Pandey 20.05.1981
Jena Ganeshwara 29.05.1966
Malay Mohapatra 28.05.1978
Pankaj Kishore P. 01.05.1962
Suresh Kumar Jena 07.05.1973
Mr. Krishna Chandra 13.05.1959
Nagoor Meera 03.05.1971
Soma Sekar M. 25.05.1978
Goutam Mondal 05.05.1979
Jitender Shekhawat 05.05.1972
Rajeshwar Singh 23.05.1971
Hari Kumar 17.05.1974
Chakka Poyyan Pradeep 23.05.1965
Suman Barik 22.05.1981
Tusar Ranjan Sundaray 07.05.1982
Bhagban Pradhan 09.05.1982
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HAPPY BIRTHDAY -Employee in DSC –DURING MAY 2010
Prakash Naagaraj S 04.05.1964
Imran Khan 01.05.1985
Jajati Keshari Naik 25.05.1982
Prasant Kumar Jena
23.05.1985
Sankarshan Behera 17.05.1983
Mukesh Kumar Singh 27.05.1983
Mohd. Yusuf 29.05.1983
Rohit Kumar s. 23.05.1984
S. C. Gopinathan Unni 19.05.1984
Nandu Yadav 02.05.1965
Shivarama Pillai 19.05.1955
Pradhan Dibakar 05.05.1962
Ganesh Sah 10.05.1959
Kapildev Pandey 07.05.1985
Dipak Kumar Das 09.05.1985
Shweta Kumar S. 10.05.1985
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BUNDLES OF
JOY
B
is for bottles, booties, and bibs
Books, Blocks and bassinets.
Boats and Bubble baths
And your beautiful Babies
As you tie the knot on your wedding day, here’s a toast to your special
bond…..
May the coming years fill your lives with full love and happiness………..
MARRIAGES ARE MADE IN HEAVEN
Congratulations
Shweta & Yogesh Mishra blessed with a baby boy Naitik Mishra on 07th Feb, 2010. We congratulate the proud parents on this occasion.
Sunita & Mukesh were blessed with a baby girl Pari on 14th April 2010. Our heartiest congratulations to the proud parents.
Lubna & Riyaz Abdali entered into holy matrimony on 09th April, 2010. We wish them a long, happy and prosperous married life.
Monika & Amit Nanda tied the knot on 07th May, 2010. We wish the newly married couple A HAPPY MARRIED LIFE
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Supervisory
Skills
Brush up Basics
POSITIVE COMMMUNICATION
Keep it short. Whether it’s an E-mail, voice mail, or face to face meeting, keep your comments brief and to the point.
Play nice. Don’t forget to say “please” and “thank you” and to do what you can
to help co-workers. If you go out of your way for people, they’re apt to return the favor.
Be a wordsmith. Choose your words carefully, especially when E-mailing, since
written messages often appear more severe than intended. If you request action, be clear about what you need.
Listen up. Give those with whom you speak your full attention. Resists the
temptation to finish other’s sentences or to formulate your own responses while they are talking.
How you say it is as important as what you say
Ever since cavepeople uttered the first meaningful sounds, communications has been a key ingredient in all human interaction. In the workplace, effective communication is vital whether it’s face to face, on the phone, or in writing, the way you communicate
with co-workers, customers, and others has a lot to do with how successful you are on the job. Those with the most positive communications styles are the most likely to get ahead and win the respect of their co-workers.
Supervisory Skills
Brush up
Basics
Here is a little quiz that will help you rate your own communication style. On the line to the right of each statement, write 4 if the statement is always true; 3 if it is usually true; 2 if it is sometimes true; 1 if it is rarely true; and 0 if it is never true.
Then add up your score and fine out how you rate.
1. I know what I want my communication to achieve________
2. I think before I speak and organize my thoughts__________________
3. I keep my communication brief, clear , and to the point__________
4. I limit topics in each communication to avoid information overload_____
5. I use conversational language in speech and writing and avoid jargon __________
6. I encourage questions and feedback ________
7. I phrase things positively (“DO”) rather than negatively (“Don’t” )__
8. I focus on what others are saying when they speak_______
9. I am conscious of my body language while speaking face to face _________
10. I speak clearly and keep my tone pleasant and my volume at a moderate
level________
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Reduce negative stress
Treat problems as situations to be corrected, not as threats to your future.
Put things in perspective. Every problem isn’t a crisis.
Don’t take things personally. Changes, criticism, or difficulties often reflect what’s happening on the job or at home, not a negative response to you as an individual.
Don’t try to control everything and everyone. It’s impossible, and it just adds to stress.
Accept that nobody is perfect. Everyone makes mistakes so be forgiving of yourself and others.
Supervisory Skills
Brush up
Basics
Supervisory Skills
Brush up
Basics
EVERYONE COUNTS!
What does workplace diversity really mean?
All employees show respect for one another’s differences.
Differences are viewed as plusses to the organization.
All employees feel comfortable and equal in the work environment.
All employees feel encouraged to express their views and ideas.
No particular group receives extra benefits.
Individuals are judged by the same criteria, not by criteria tailored to specific
groups.
People think before they speak to avoid voicing stereotyped of offensive remarks.
Work teams have diverse memberships and perspectives.
Different ideas and approaches are welcomed.
Diversity is viewed as a given, not program-of-the-month.
All employees recognize that organizations can succeed only when they have access to every possible talent, perspective, and market.
Work place INCLUSIVENESS isn’t mandated by law. It is not forced on us by the state or
federal regulators. It is something we choose because we know that it makes our organization stronger, more competitive, and more profitable. But to make employee inclusiveness at work, your support is essential. Remember, everyone counts!
Making Good Decisions
What’s the best thing that could come of making this decision?
What’s the worst thing?
What do you wish would happen?
What’s likely to happen based on your experience?
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Have you made this decision or a similar one in the past? How did it turn out?
What would happen if you made no decision at this time?
Pick someone you respect. What would this person decide to do?
Basics of Employee
Performance Appraisals
Basics of Employee
Performance Appraisals
Larsen & Toubro - Engineering major Larsen & Toubro has developed a competency matrix which lists 73 competencies-that vary across managerial levels-to measure performance and gauge developmental needs of its employees. Each listed competency has associated knowledge, skills, and attributes. The company appraises individual employees on the listed competencies, and zeroes in on the functional, managerial, and behavioral skill gaps. Subsequently, customized reinforcement is provided. Further, as the matrix is linked to business strategy on the one hand and training needs on the other, strategic needs drive the company's development policies, making the process of re-learning and re-skilling easier, and more focused.
National Panasonic - The Japanese white-goods major has developed a performance-assessment system driven by Key Result Areas (KRAs). KRAs describe performance goals-business, functional, and behavioral ones-with defined time-frames and are decided jointly by the employee and his manager at the beginning of the year. It is a structured exercise using a written format. These KRAs are then used to map the employee's progress and, based on the results; the company decides to plug performance gaps with the help of relevant training inputs. National Panasonic puts a great deal of emphasis on this process for re-skilling its employees as it believes in growing its own timber rather than opting for expensive mid-career hires.
Hughes Escorts - Hughes Escorts, the subsidiary of the US-headquartered telecom company, Hughes, uses a competency-based performance-enhancement model. Each position in the organization is defined in terms of 23 key competencies, categorized into four groups: attitude-based, knowledge-driven, skill-centered, and value-based. The company uses these competencies to measure shortfalls and provide relevant training inputs. It is done to both maximize productivity and make employees aware of their professional standing.
Who Should Assess Performance Performance evaluation is never easy. It is essential that the assessor has adequate opportunity to observe the assessee's performance over a period of one year to arrive at a credible conclusion, and, subsequently, HR uses the data for staffing, salary, and training-related decisions.
It suggests the use of several categories of evaluators, such as Project Site Engineer, up to Vertical head who can provide critical feedback on the employee's performance over a specified period, using technical, functional and behavioral parameters.
Here is a checklist of possible evaluators:
The immediate superior - An effective appraisal process must involve the inputs of the immediate superior. He is likely to be most familiar with the employee's performance and thus be able to observe and appraise, using skill and competency-linked standards. The only pitfall of relying too much on the immediate superior's recommendations could be the lack of objectivity and personal bias. It could be checked with the departmental head, which could ratify the findings.
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Basics of Employee
Performance Appraisals
Self-assessment - Self-assessment can be very effective as it provides employees with an opportunity to participate in the appraisal process, and set performance targets for themselves. But self-assessment also runs the risk of variability and leniency that may conflict with superiors' or peers' findings. It could be more useful when combined with other forms of appraisal.
Remember, a performance-appraisal program can never be perfect or ideal. It would depend as much on the evaluator as on the employee, to be effective and responsive in meeting changing organizational or employee needs.
A GUIDE TO EFFECTIVE RELATIONSHIPS –learning’s from Nick Heap-
Listen to understand others positions and feelings.
Allow each party to express positions and feelings openly.
Treat yourself and others with respect.
Face differences with others directly.
Work towards solutions where both parties win.
We welcome any constructive feedback or suggestions on how we at DS Construction FZ co Libya could serve better. Please email to hr at [email protected] A mystery gift awaits those with excellent ideas for improvement
MISTAKES I found in RESUMES! (Hey it’s not Error) TAKEN FROM ACTUAL CVs ~’ I am extremely loyal to my present firm, so please don’t let them know of my immediate availability ~’ Qualifications –I am a man filled with passion and integrity, and I can opt on short notice
