internship REPORRT

1. INTERNSHIP REPORT
INSTITUTE OF ADMINISTRATIVE SCIENCES – (IAS)
UNIVERSITY OF THE PUNJAB
Name:
Roll No: 13-MHRM-R-54
Degree Program: MHRM
Session: 2013-2015
Internship Organization Name: DesconEngineering Ltd.
Branch and Address: 18-KM, Ferozepur Road, Lahore
Internship Supervisor: Mr. Fahad Siddiq
Internship Supervisor Contact Number: 042-35990034
Internship Supervisor Email ID:

3. Acknowledgement
All the praises are for the almighty, Allah who blesses me with the ability and potential to complete this
Internship. I also pay my gratitude to the Almighty for enabling me to complete this Internship report.
Words are very few to express enormous humble obligations to my affectionate Parents for their
prayers and strong determination to enabling me to achieve this job.
I also thanks to my seniors, colleagues and sub-ordinates that assist me in every time of work. I pay
special thanks to Mr. FAHAD SIDIQI who was my team leader in counter assistance and he taught me a
lot of new things about corporate working style and how to work with teams and others team members.
The main purpose of my internship enhances the skills which I have.

4. Chapter 1:
Table of Contents
Acknowledgement.........................................................................................................................................3
Introduction...................................................................................................................................................7
Brief History:..................................................................................................................................................7
Nature of the Organization:.............................................................................................................................8
Organogram of HR Department.......................................................................................................................8
Vision:............................................................................................................................................................9
Mission:.........................................................................................................................................................9
Values:...........................................................................................................................................................9
Goals & Objectives of Organization;.................................................................................................................9
Business of Organization...............................................................................................................................10
Management Practices at Descon Engineering Limited ...................................................................................11
HR Division – a Review..............................................................................................................................11
Job analysis..............................................................................................................................................11
Job Description.........................................................................................................................................11
Job evaluation ..........................................................................................................................................11
Human Resource Planning.............................................................................................................................12
Recruitment & SelectionProcedures..............................................................................................................12
The Recruitment Process...........................................................................................................................12
Recruitment Programs ..............................................................................................................................12
Recruitment Channels...............................................................................................................................12
Internal Sources........................................................................................................................................13
External Sources.......................................................................................................................................13
Selection Criteria..........................................................................................................................................13
Orientation of new hires...............................................................................................................................13
Training & Development of employees ..........................................................................................................14
Appraising & Managing Performance.............................................................................................................14
Outcomes of Performance Appraisal..........................................................................................................14
Appraisal forms & Appraisal process..........................................................................................................15
Compensation & Benefits policy....................................................................................................................15
Monetary Rewards ...................................................................................................................................16
Non-monetary Rewards ............................................................................................................................16

5. Provident Fund.........................................................................................................................................16
Gratuity policy..........................................................................................................................................16
Leaves......................................................................................................................................................17
Labor Relations.............................................................................................................................................17
Procedures of Record keeping of employees..................................................................................................18
Tasks & Duties at Internship..........................................................................................................................18
Function(s)/Department(s) of Internship....................................................................................................18
Week 1:....................................................................................................................................................18
Week 2:....................................................................................................................................................19
Week 3: ...................................................................................................................................................19
Week 4:....................................................................................................................................................19
Week 5 and 6: ..........................................................................................................................................19
Learning and achievements at Internship:......................................................................................................20
Research project...........................................................................................................................................22
Introduction to the topic:..........................................................................................................................22
Literature Review......................................................................................................................................22
Research Problem Statement........................................................................................................................23
Explanation of key terms...............................................................................................................................23
DependentVariable..................................................................................................................................23
IndependentVariables..............................................................................................................................23
Compensation & Reward...........................................................................................................................24
Job Security..............................................................................................................................................24
Career Development.................................................................................................................................24
Research Objectives......................................................................................................................................24
Significance..................................................................................................................................................24
Research Question........................................................................................................................................24
Research Methodology.................................................................................................................................25
Research Design .......................................................................................................................................25
Population................................................................................................................................................25
Sample Size ..............................................................................................................................................25
Instruments & Method of Data Collection..................................................................................................25
Limitations of Research.................................................................................................................................25
Result and Data Analysis ...............................................................................................................................26
Employee Motivation................................................................................................................................26
Compensation & Benefits..........................................................................................................................27

6. Job Security..............................................................................................................................................28
Career Development.................................................................................................................................28
Conclusion of the Research...........................................................................................................................29
Suggestions..................................................................................................................................................29
Summary of Research Work..........................................................................................................................30
References...................................................................................................................................................30

7. Introduction
Descon comes from combining the two words; Design & Construction
Descon Engineering is a multidimensional engineering, construction and manufacturing company
operating in Pakistan and the Middle East. With over 450 million man hours of construction work
executed in industrial and infrastructure projects, Descon employs over 34000 professionals and other
personnel.
Descon Engineering Limited was set up in December 1977 to offer its services to industrial plants for a
large range of services including, engineering, construction & maintenance of high value plants e.g. Oil
Refineries, Gas Processing Plants, Fertilizer plants, Petrochemical Plants, Cements Plants, Power Plants
to name a few.
Over the years, the company has diversified rapidly into other areas e.g. manufacturing of Plant and
Equipment and Construction of Large Infrastructure Projects e.g. Dams, Barrages, Motorway etc.
Descon is also providing turnkey solutions to its clients in these industrial sectors.
The company has also diversified into GCC countries and today it is recognized as the first Pakistani
Multinational Company operating under a professional management in Pakistan, UAE, Qatar & KSA
with a large multinational workforce of around 25,000 persons comprising of around 30 nationalities.
Locations:
Pakistan, United Arab Emirates, Qatar, Saudi Arabia, Kuwait
Brief History:
It all started in a small one room office in Lahore. The pioneers of the company came from a fertilizer
plant. It was the entrepreneurial spirit of four people who had a vision of building a lasting institution
prominent for its professionalism and distinguished by the desire of creating a world-class engineering
powerhouse. Today that vision has come true and the journey has been replete with significant strides
forward in its history.
Descon Engineering Limited was set up in December 1977 to offer its services to industrial plants for a
large range of services including, engineering, construction & maintenance of high value plants e.g. Oil
Refineries, Gas Processing Plants, Fertilizer plants, Petrochemical Plants, Cements Plants, Power Plants
to name a few. Over the years, the company has diversified rapidly into other areas e.g. manufacturing
of Plant and Equipment and Construction of Large Infrastructure Projects e.g. Dams, Barrages,
Motorway etc. Descon is also providing turnkey solutions to its clients in these industrial sectors.

8. Nature of the Organization:
Descon has manufacturing and a service provider company. In manufacturing Descon has seven
manufacturing/fabrication facilities strategically located in Pakistan and the Gulf Cooperation Countries.
Each shop specializes in producing a specific type of product.
In general the product range spans industrial process equipment and fabricated items. Complete
packages such as boilers, process skids, tanks, heat transfer equipment are tailored to the client
requirements and delivered on a turnkey basis. Our client base has grown to include owners/operators,
EPC companies OEMs, OICs from Oil & Gas, Chemical & Petrochemical, Fertilizer and Power
sectors to the Sugar, Cement and Textiles sectors.
In services Descon provides EPCC, Project management, Engineering, Procurement, Construction,
Civil/structural, Mechanical, Testing, Electrical, Instrumentation & control, Tanks, Buildings, Pre-
commissioning, Commissioning, Maintenance, Retrofits & upgrades.
Organogram of HR Department
Number of Employees:
Vice President
Manager HRM
Compensation &
Performance Mgt.
Executive
Business Division HR
Establishment
Lead T&D
Executive
T&D
Executive
Lead Recruitment
Executive
Recruitment
Executive Oversees
Recruitment
Executive Domestic
Construction
Recruitment
Executive
Manf.EPC,BMS

9. As we know Descon is a Multinational organization and the total numbers of employees that worked in
this organization at least 1500. But in Descon Engineering in Lahore number of employees that worked
in 500-600.
Vision:
“To become a world-class engineering, manufacturing and construction company operating
internationally.”
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”
Values:
 Professionalism
 Teamwork
 Open Communication
 Leadership
 Continuous improvement
Goals & Objectives of Organization;
 To promote study & application of professional principles and practices in the field
of construction industry in line with the International Standards and practices
 To disseminate training for technical advancement & technology, producing more effective
Work Force for the industry
 To exchange and share knowledge, research, techniques, information and skills in the field of
construction and allied industries.
 To cooperate & collaborate with local and international institutions, bodies &agencies having
similar objectives, for the promotion and development of Construction Industry in the country
 To bring motivation, team spirit and efficiency among the trained Work Force
 To bring prosperity and well-being to our stake holders and society at large by adding value
through engineering, technology and management

10. Business of Organization
Descon has three main business; Engineering, Power & Chemicals.
 Gas Processing and Compression
 Refining
 Power
o Thermal
o Hydel
o Wind
 Chemicals
o Hydrogen Peroxide
o Soda Ash
o Industrial Chemicals
 Petrochemicals
o Polyester
o PTA
o Ethylene/Polyethylene
o Polypropylene/PDH
o PVC
 Fertilizer
o Ammonia
o Urea
o DAP
 Cement
 Infrastructure
o Dams
o Barrages
o Irrigation Channels
o Motorways
o Buildings
 Water Treatment
o Public Health
o Industrial
o Waste Water
 Demineralization

11. Chapter 2:
Management Practices at Descon Engineering Limited
HR Division – a Review
• Business Support Departments
• Company Supervision Department (Admin)
• Finance Department
• Project Management System (PMS)
• Human Resource Department (HRD)
• Proposals Department (Bid Creators)
• Marketing (B.D)
• Strategic Planning
• Construction Management
• HSE (Health Safety and Environment)
Job analysis
In job analysis, the HR department of Descon Engineering Limited plays the key role in the job
identification, job summary or purpose, duties & responsibilities, accountabilities, job specification. A
list of questionnaire is used to explore the content of particular job. They systematically collect, evaluate
and organize the information about the jobs.
Job Description
In job description format of the Descon Engineering contain the five sections;
• Job identification
• Job duties & responsibilities
• Accountabilities
Job evaluation
Job Evaluation is based on methods and practices of ordering jobs or positions with respect to their
value to the organization. According to Descon Engineering Limited following factors are considered
important while making job evaluation which is:
• How much bear workload
• How much Stress one can Bear.
• Leadership abilities
• Experience related to other lines of business
• Abilities required performing a Job.

12. • Available budget for the company
• Meet the management expectations
In Descon Engineering Limited following methods are used for job evaluation.
• Grading or Job classification method
• Point Method
• Ranking method
Human Resource Planning
It is a starting point of human resource management. If an employee leaves the firm due to any reason,
which may be deliberate resignation to move to another firm, or any other reason such as, retirement,
termination or death, a vacancy is formed at the respective department of the Descon. The department,
carefully analyzed in all its respects identifies this vacancy and the job description is forwarded to the
Human Resource department.
Recruitment & Selection Procedures
Descon maintains a strict difference between external recruitment and internal recruitment. Resourcing
refers to internal recruitment the Descon that is; they try to attract candidates for vacant jobs from within
the organization. Recruitment only refers to external recruitment that is locating candidates from outside
the firm, which may include fresh graduates of people working in other firms. However, it must be noted
that Descon prefers resourcing to recruitment.
The Recruitment Process
In Descon recruitment refers to external recruitment only that is people are hired from outside the firm.
The recruitment process involves the following steps:
• Internal unavailability of appropriate personal
• Screening of Available Resumes
Recruitment Programs
Following are the different recruitment programs available at Descon Engineering Limited;
• Regular career opportunities
• Fresh Graduate hiring programs
• Internship programs
Recruitment Channels
Descon Engineering used two types of recruitment channels;

13. • Internal Sources
• External Sources
Internal Sources
• Employee rotation & Transfer
• Human capital Databank
• Project Demobilization plan
• Employee Referral Program
External Sources
• Advertising (Print/Electronics Media/Online Recruitment)
• Placement Bureaus at Universities/Colleges/Institutes
• Employment agencies and Head Hunters
• Job Fairs
Selection Criteria
All fresh graduates are required to obtain at least 60% marks in the selection criteria in DELfor selection
as a Trainee Engineer/Management Trainee. The factors of the selection criteria with breakup of marks
as under;
• Academic Percentage 30%
• Selection Test 35%
• Interview 35%
Orientation of new hires
When an employee joins Descon, the HR Department, the department in which the employee has been
selected and the top management determines the need for the orientation program.
In orientation programs a brief introduction of the following topics;
• History, policies, practices, rules and regulations of the organization
• An overview of the department, the employee joints
• An introduction to the work environment, co-workers, superiors, and sub-ordinate

14. Training & Development of employees
The training program of Descon normally for the period of lesser then six months and its purpose is to
investigate strength and weakness after that making effort to remove these weaknesses. They analyze
that employee need training by self-assessment, performance record, and questionnaire.
The handouts which they provide to trainee develop by themselves not net based. All the cost incurred
by the company let it be in-house training or training organized by the Descon Engineering Co. The
employee normally needs training about his skill, knowledge and career development
For conducting training programs in Descon they follow some steps in which firstly the managers in
Descon set a training policy and then training need assessment. After the training need assessment
completed then designs a training program for middle managers, lower staff or executives. In training
design managers set some objectives, developing lesson plan, selecting trainer/leader, preparing
material, selecting methods and techniques.
Descon mainly uses the following training and development methods are;
• On- the- job Training
• Program conducted abroad
Appraising & Managing Performance
Descon Engineering Company is using HAY Methodology as a Performance Management System to
check the performance of employees of the company. This method is using most of the world’s largest
companies. This method helps to evaluate the right people, right job and execution of company’s
strategies.
A thorough Hay method is followed by Descon Engineering Company, which determines the
performance appraisal for each employee. At the end of the year, the manager and the HR department at
Descon evaluate the performance of each employee formally. At some branches of the company in
Pakistan, management checks the performance on monthly basis.
Outcomes of Performance Appraisal
Following are the possible major outcomes that Descon mostly wants of annual appraisal;
• Allocation of annual increments and market adjustments to the salaries
• Promotions to the next grades
• Change of employment status i.e. contractual to permanent/regular
• Training needs analysis

15. Appraisal forms & Appraisal process
Three types of different appraisal forms and appraisal process are used the Descon for all eligible
employees as per following grade groups;
Grades 1 to 6 – For both operations and support staff
Grades 7 to 9 – Operations staff
Grades 7 to 9 – Support staff
For assessing the performance of the employees, Descon mostly used Rating scale method. Through this
method employee in grades 1 to 6 will be rated as per the following performance scale;
Performance Category Score
Outstanding 116-150
Exceeds expectations 101-115
Meets expectations 86-100
Partially meets expectations 51-85
Unacceptable 0-50
Employees in grades 7 to 9 will be rated as per the following performance scale;
Performance Category Score
Outstanding 5
Exceeds expectations 4
Meets expectations 3
Partially meets expectations 2
Unacceptable 1
Compensation & Benefits policy
Rewards and Remuneration Management plays very important role in the motivation of employees.
Every organization gives the importance to these activities. Descon provides two types of rewards to the
employees according to their ability, skills and experience. First is monetary rewards and the second is
non-monetary rewards.

16. Monetary Rewards
• Salaries
• Gratuity Funds
• Profit Sharing
• Provident Fund
• Annuities
• Bonus
Non-monetary Rewards
• House Rent Allowance at sites
• Medical Allowance
• Conveyance Allowance
• Insurance Facility
• Food allowance
• Leaves
• Hardship Allowances
• Health and Safety Environment
Provident Fund
The objective of Descon provident fund is to accumulate certain sums for the benefit of permanent
employees of the company and their families in the event of the employee’s termination of service,
resignation, and retirement of death whatever the case maybe.
Gratuity policy
The amount of gratuity payable to be eligible employees will base on the entitlements defined in the
table;
Years of continuous service Basis of Gratuity calculation
Less than 5 Years Nil
05-09 50% of last drawn basic salary for each completed year
10-14 60% of last drawn basic salary for each completed year
15-19 72% of last drawn basic salary for each completed year
20-24 85% of last drawn basic salary for each completed year
25 Years 100% of last drawn basic salary for each completed year
Above 25 Years Shall be capped at 25 last drawn basic salaries at maximum

17. Leaves
According to Descon Engineering Limited the overall schedule about leaves for permanent employees;
Leave Category Leave Entitlement Administration of leave
Sick/Medical leave 8 work days On prorata basis
Casual leave 10 work days On prorata basis
Annual leave 22 work days On prorata basis
Compensatory leave Up to 20 To be utilized within 6 months
Maternity leave 90 Calendar days Twice in employment
Accident leave Case to case basis Case to case basis
Special leave Case to case basis Case to case basis
According to Descon Engineering Limited the overall schedule about leaves for contract employees;
Leave Category Leave Entitlement Administration of leave
Sick/Medical leave 12 work days On prorata basis
Casual leave 12 work days On prorata basis
Annual leave Not applicable Not applicable
Compensatory leave Up to 20 To be utilized within 6 months
Accident leave Case to case basis Case to case basis
Special leave Not applicable Not applicable
Labor Relations
The field of industrial relations (also called labor relations) looks at the relationship between
management and workers, particularly groups of workers represented by a union. Descon treated their
employees as partner in delivering superior customer value.
We now that in any organization, there are different dilemmas’ betweenemployees. If there is any
dispute regarding any issue, the HRD plays an important role and settling disputes which are not settling
by supervisor. The climate survey is held to check both parties and sometimes punish both parties for
their bad work. Sometime handling miscommunication through interfere all those parties which are
involve.

18. As we know Descon is a multinational organization so it follows all laws regarding health and safety at
workplace.
Procedures of Record keeping of employees
Records tell us what, where and when something was done and why a decision was made. They also tell
us who was involved and under what authority. They provide evidence of government and individual
activity and promote accountability and transparency.
The HR department of Descon Engineering maintains both managerial and non-managerial record
information and government compliance reports and this record is keeping under confidential. In Descon
the personnel records include electronic (Database system) as well as paper / in hard form.
Chapter 3:
Tasks & Duties at Internship
Function(s)/Department(s) of Internship
I did my internship in Manpower Services Department (MPS) at Descon Engineering Limited. The HR
functions which are performed in MPS department are following;
 Front desk task
 The documentation of employee on counter
 Recruitment & Selection (Non- Managerial Staff)
 Mobilization Procedure (Non- Managerial Staff)
 Assist HR operations with Qatar team
 File Management in record room
 Assist with interviewers on interview camping.
Week 1:
In the first week of my internship at MPS department my supervisor conducted a small orientation with
other new trainee about the department and we visited the various functions of HR which are performed
in this department meet other department employee for understanding their role in organization.
Following are the tasks which I performed in first week as;
 Front desk task
 Passport return and collection of all kind of missing documents in Front
 Cooperating with my supervisor.
 Inform the people for submitting their missing documents or for flight

19. Week 2:
In the second week attend a Campaign of recruitment & selection of non-managerial staff in Lahore
Descon Technical Institute (DTI) for the Brouge Shutdown (Abu Dhabi). Where was my first experience
to attending interview campaign and the duty I performed in campaign below
During interviews co-ordinate with the clients
 Managing crowed through craft wise
 Distribute employee appraisal form to the candidates
 Collect employee documents (Passport, CV, NIC, Appraisal form) which are selected
 Provide detailed information to the selected candidates
 Assist with our supervisor
 Coordinating with interviewers
Week 3:
In third week my supervisor assigned me the duty to note down the daily passport return on front desk
and issue token;
 Issuing token for entry
 Returning passport on back gate
 Deal with public on reception
 Dealing with refund case
 Making of files of employees
Week 4:
In week4 I workednotonlyonfrontdeskbut alsoworkedwithdifferentteamlike
 Workingwithmobilizationteamof Qatarteam
 Informedpeoplefortheirflight
 Assistingwithprotectionteam
 Managing the recordroom files
Week 5 and 6:
In 5th week I repeated the all task of week 3 and week 4

20. Learning and achievements at Internship:
The time spent at Descon Engineering Limited learned a lot of things because of good environment and
co-prating team. That was my first experience so I lean a lot. During this internship time I learned how
to deal people on front desk, managerial, non- managerial and administrative techniques such as
recruitment and selection procedure of (Non-managerial staff) and the mobilization procedure. The key
learning for me how to work with teams, handling pressure, meeting deadlines, communication, co-
ordination with team members. Working in excel and MS word was also a key learning experience. I am
confident that, these 8 weeks internship program at Descon will help me in practical life.

21. Chapter 4: SWOT Analysis
Opportunities
 Expected growth in market
 Partnerships or joint ventures
 Target the wild market
 Knowledge of changing trends in
construction industry
Threats
 Strong Competitors
 Limited Targets
 Economic factors that could
decrease market population
 Unemployment
 Changing of market policies in
everyday
 Rising cost everyday
Strengths
 The goodwill of company
 Presence of experience
employees
 Customized Project outside of
country
 Established a strong client
internationally
 Accommodations and site
offices
 Established QA/QC and HSE
systems
 Good Relationship with client
 Skilled and trained staff
 Competent Management staff
Weakness
 Mis-Management in middle east
 Idle Manpower
 Workload defines work

22. Chapter 5:
Research project
Introduction to the topic:
The research project entitled a study on “Employee motivation” with special reference to
Descon Engineering limited. NDF is mainly conducted to understand the relationship between
employee motivation in the workplace and its effect on their performance. Employee motivation is one
of the major issues faced by every organization. It is the basic task of every manager to motivate his
subordinates or to form the “will to work” among the subordinates. The data for this research project
collected from the Descon’s employees though questionnaires. Analysis and interpretation of the
collected data done by using the statistical tools and the data has presented in the form of tables and
charts.
Literature Review
The performance of any organization and its continuity depends on their key assets, employees, as
well as the capabilities of the managers to be able to create a motivating environment for their people.
In a multiform and dynamic environment, controller of the organization used to create the safe and
sound environment in which employee feel trusted and are entitle to take decisions in the organization
which leads to boost the motivation level of employee and finally the performance of the organization
are enhanced. Smith and Rupp (2003) stated that performance is an aspect of individual motivation,
organizational strategy, and structure and resistance to change, is a factual aspect relating motivation
in the organization. As well, Luthans and Stajkovic (1999) wind up that improvements of human
resources through rewards, monetary incentives, and the organizational behavior modification has
develop a large volume of argument in the human resource and sales performance area. According to
Orpen (1997) point of view the better relationship between mentors and mentees in the formal
mentoring program, the more mentees are motivated to work hard and committed to their
organization. Aguinis et al. (2013) described that monetary rewards can be a very powerful
determinant of employee motivation and achievement which, in turn, can advance to important
returns in terms of firm-level performance. According to Jonathan, Christine and Yvonne (2002),
motivated people and their commitment are vital to the productivity of the work as they will perform
with their full potential and with high quality and Michael and Crispen (2009) stated that having a
motivated workforce provides the competitive advantage that the organization seeks and better
employee performance helps the organization achieve higher productivity. Praise, one of the
effective methods is being used to motivate individuals. Saying thanks and admire individuals is the
most commonly ways of motivating employees. It is easy to use, and it is said usually from the heart
and naturally. Looking on the employee’s eyes in front of others and say thanks, really means a lot

23. (Salasiah, Zainab, Rosmawati, Ermy, 2010). When employees feel that their managers appreciate and
praise them, they tend to perform better which leads to higher business achievement. Salary / wages/
increments, all these are temporary approaches used to motivate employees. Most of the researches
and studies have proved that money and payments are important to employees relative to other
motivators as earning a lot of money is an advantage for pushing toward motivation. It clarifies that
when employees are satisfied financially, they motivate at work and work hard. Management style,
most researchers agreed that in order to motivate employees and get the desired outcome from them,
we need leaderships, not managers. So, being a leader instead of a manager is more important for
motivation (Yongsun, Barbara, and Christy, 2002).A successful leader is aware of the value of
helping employees to be successful. Management communication style, communication is an
important aspect of motivation. It affects directly the employee motivation and satisfaction and
choosing the best communication style to apply on employees when going for motivation is an
important factor on motivation approach. For example, when management communicates with their
employees face to face is a motivated approach to people than sending those emails (Helen, &
Jacques, 2002). In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which appropriate
incentives are available for their satisfaction .If the management is successful in doing so it will also
be successful in increasing the willingness of the workers to work. This will increase efficiency and
effectiveness of the organization .There will be better utilization of resources and workers abilities
and capacities.
Research Problem Statement
In this project the research problem is formulated as what are the key factors which can help to
motivate the employees? And this can only possible through the analysis of data collected from the
employees of Descon Engineering Ltd.
Explanation of key terms
Dependent Variable
The dependent variable of this research is employee motivation.
Independent Variables
The independent variables of this research are compensation & reward, job security and career
development.

24. Compensation & Reward
Compensation is a systematic term to providing monetary value to employees in exchange for
work & task which they performed. Whether the reward is day to day communication or interaction
that makes the employee feel contribution is welcome by the organization. When organization
compensates or reward to employees more than they level of motivation of employee automatically
boost.
Job Security
Job security means the chance that an individual employee will keep his or her job. A job with
a high level of job security helps to employee to work properly without any tension or fear and if the
level of job security is low then employee work not properly.
Career Development
Career development means an individual can be and finding a place in an organization where
they can express excellence and contribute to the goals of the organization and the respected position
in which could advance such as promotions etc. Career development helps to employee in identifying
who you are and where you want to see himself in your organization in future and as result employee
work hard with their intrinsic motivation.
Research Objectives
The main objective of the study is to explore the factors that motivate the employees to perform best
at work and Explore why employees should be motivated.
Significance
This study is intended to evaluate motivation of employees in the organization. A good motivational
program procedure is essential to achieve goal of the organization. If efficient motivational programs
of employees are made not only in this particular organization Descon Engineering Limited, but also
for other organization, the organization can achieve the efficiency and also to develop a good
organizational culture.
Research Question
1) Is Employee motivation is only associated with employees compensation & rewards?
2) Is Job security and career development having major link in employee’s Motivation?

25. Research Methodology
This chapter included the strategy and the tool which were used to achieve the research objectives.
The primary data for this research was collected though questionnaires. Whether secondary source
only possible through internet (journal and eBooks) and company’s portal.
Research Design
Quantitative research technique is used to analyze and categorize the data.
Population
All managerial level of employees of Descon Engineering Limited (MPS Department)
Sample Size
The sample size for this study was taken as 15.
Instruments & Method of Data Collection
The instrument used for data collection in this research topic is questionnaire and this
questionnaire is contained close-ended questions and Quantitative data collection method used in
this research project.
Limitations of Research
 The study was limited to a short time period only.
 In this study the sample size is only 15 respondents.
 Some Employees don’t provide accurate and satisfactory information
 The results could be unreliable due to small population and sample size.

26. 0%
34%
0%
53%
13%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Result and Data Analysis
Employee Motivation
The above table shows that 53% percent (n=8) respondent agree, 33.3%percent (n=5) respondent with
disagree, 13.3%percent (n=2) respondent with strongly agree, 0% percent (n=0) respondent with
strongly disagree, 0% percent (n=0) respondents with neutral. The table clearly shows that only 8
numbers of employees out of 15 respondents are agree on that management take interest for
motivating employees whether only 5 numbers of employees disagree on that management not take
any interest for motivating his employees.
Employee response Frequency Percentage
Strongly Disagree 0 0.0%
Disagree 5 33.3%
Neutral 0 0.0%
Agree 8 53.3%
Strongly Agree 2 13.3%
Total 15 100%

27. Compensation & Benefits
The above table is about compensation and benefits motivation factor which shows that 33% percent
(n=5) respondent strongly disagree, 46.7% percent (n=7) respondent with agree, 3% percent (n=3)
respondent with disagree, 0% percent (n=0) respondent with neutral, 0% percent (n=0) respondents
strongly Agree. The table reveals that only 7 respondents out of 15 respondents are agree with their
current salary and benefits given by organization whether on the other hand 5 respondents strongly
disagree with his present salaries and benefits.
33%
20%0%
47%
0%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Employee response Frequency Percentage
Strongly Disagree 5 33.3%
Disagree 3 20.0%
Neutral 0 0.0%
Agree 7 46.7%
Strongly Agree 0 0.0%
Total 15 100%

28. Job Security
The above table is about job security factor which shows that 40% percent (n=6) respondent strongly
disagree, 20% percent (n=3) respondent with agree, 26% percent (n=4) respondent with disagree,
13.3% percent (n=2) respondent with neutral, 0% percent (n=0) respondents strongly Agree. The
table reveals that only 3 (20%) respondents out of 15 respondents are agree and they feel secured in
their job and agree with good job security exist in the organization. whether the 6 (40%) respondents
strongly disagree with this statement means feel not secured in their job. Through this respondents
feedback we can say that job security is one of the important factor that playing an important role in
motivating employees.
Career Development
40%
27%
13%
20%
0%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Employee response Frequency Percentage
Strongly Disagree 6 40.0%
Disagree 4 26.7%
Neutral 2 13.3%
Agree 3 20.0%
Strongly Agree 0 0.0%
Total 15 100%
Employee response Frequency Percentage
Strongly Disagree 0 0.0%
Disagree 0 0.0%
Neutral 2 13.3%
Agree 10 66.7%
Strongly Agree 3 20.0%
Total 15 100%

29. In the table above is about career development factor which shows that 66.7% percent (n=10)
respondent agree, 20% percent (n=3) respondents with strongly agree, 0% percent (n=0) respondent
with disagree, 0% percent (n=0) respondent with strongly disagree, 13% percent (n=2) respondents
with neutral. The table reveals that only 10 (66%) respondents out of 15 respondents are agree
whether the 3 (20%) respondents strongly agree with this statement means they agree with that career
development opportunities helped employee to get motivated.
Conclusion of the Research
Through this study it is clear that there are so many other factors which can influence the employee
motivation level and productivity, but in this research I have taken only three independent variables such
as career development, job security and compensation & benefits. The independent variable job security
shows negative relationship with the dependent variable of employee motivation, the reason behind this,
is that Descon company fire or terminate their employees without giving any reason or on a smaller and
on bigger mistake. Due to this reasons employee of Descon are demotivated and they don’t feel job
security. At last, it can be argued that there are many other method to increase the level of motivation in
employees in the organization that is Job Enrichment, Work environment and leadership etc., in such a
way management should not target employees for motivation individually but the intrinsic or self-
motivation factors (skill verity and trust etc.) can helping hand for them.
Suggestions
• Most of the employees were agreed on that the good performance appraisal activities are helpful to
get motivate them, so the company should try to improve performance appraisal system, so that they
can improve their performance.
• Non-financial incentive plans should also be implement, it can improve the productivity level of the
employees.
0%0%
13%
67%
20%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

30. • Organization should give importance to open communication between employees and gain co-
ordination through it.
• Skills of the employees should be appreciated and rewarded.
• Some of the employees are not satisfied with the relationship between the top management they
should be free to speak with their employees.
• The Descon Company should increases the ratio of bonus for management level employees.
Summary of Research Work
This research is conducted to identify the factors that increase the motivation level of employees. The
sample is consisted on 15 employees at Descon Engineering Limited (DHQ) Nishtar Lahore. The
population of this research I take one management department due to shortage of time and lack of
resources. The department is Manpower services (MPS). The quantitative research method and simple
random sampling methods used in this research. In this research I have taken five main independent
variables i.e. compensation & benefits, job security and career development. Employee motivation is the
dependent variable. The tool or method that used for data collection is questionnaire and the data is
collected through close ended questionnaire. The analysis of data in MS- Excel results are derived in the
form of charts and interpretations. Through the analysis result reveals that there are many other factors
job security, training & development programs that also effect the motivation level of the employees.
The human resources can play an important role in the realization of the objectives. Employees work in
the organization for the satisfaction of their needs. If the human resources are not properly motivated
and committed to the employees results will be drastic and performance of the employees decreased and,
the management will not be able to accomplish the desired results.
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