The 2015 HR Report outlines the accomplishments and challenges faced by the Human Resources department, highlighting critical areas such as employee retention, communication, and technology. It presents a S.W.O.C analysis, areas for improvement, and strategic recommendations for 2016, focusing on policy development and employee training. The report emphasizes the commitment to ethical practices and effective HR management to meet organizational goals.

1. 2015 HR Report

2. Table of Content
ü Introduction
ü Organizational Chart
ü S.W.O.C Analysis
ü Areas of Improvement
ü Recommendation/Targets for 2016
ü Statistical Data
ü Conclusion

3. Introduction
The report summarized the activities and targets achieved by the
department of Human Resources in 2015.
In order to understand the operations of the department we have
conducted an analysis known as S.W.O.C which will be discussed in
later slides followed by the statistical data of the year 2015.
On the basis of critical data analysis we have presented some
recommendations, targets for the upcoming year and the areas of
improvements that would help in achieving departmental as well as
organizational goals.

4. Organizational Chart
Managing Director
Mark Barrows
Human
Resources
Estimation Procurement Finance IT QHSE Projects
Muhammad
Erome
Admin & HR
Manager
John Morrison
Commercial
Manager
Mike Copping
CFO
Russell King
QHSE Regional
Manager

5. S.W.O.C Analysis
S…………….Strengths
W…………....Weaknesses
O……………Opportunities
C……………Challenges

6. Strengths
üRecruitment
üOnboarding
üAccommodation
üHealth Care and Medical Insurance
üEmployee Relations
üProject Coordination

7. Weaknesses
üTurnover and Cost Associated to it
üCommunication (internal & external)
üFile Management System
üLack of Technology
üUndefined KPIs
üHR Policy and Procedures

8. Opportunities
ü Training and Development
ü Policy Development
ü Employee Handbook
ü HRIS
ü Internal Audits
ü Staff Surveys
ü Internship Programs
ü Performance Appraisals

9. Challenges
ü Employee Retention
ü Visa and Work Permits
ü Accommodation
ü Health Care Cost
ü Use of Technology

10. Areas of Improvement
ü Employee Retention.
ü Revamp HR Policies and Procedures.
ü Accommodation; a proper camp.
ü Bulk Visa preparation and application.
ü Technology – paper free environment
ü Employee Learning, Training and Development.
ü KPIs – develop, implement and accountability.
ü Internal Audits – audits run by the HR department internally (Quarterly,
Bi-Annually and Annually).
ü Medical Insurance and Health care – customized plan according to our
needs.

11. Cont’d…
ü Grading structure to be revised to ensure consistent compensation and
benefits policies within the company.
ü Salary reviews to be based on meeting pre set KPIs.
ü Performance review by the manager/department head before probation
confirmation in order to tackle any unsatisfactory performance of the new
joiner.
ü Building the core HR team to have the right skills and attitude to achieve
long term goals and improve the effectiveness of HR in the company.
ü Improve project mobilization plan by understanding the responsibilities and
time frame.
ü Choosing the right people for the right through modern means of recruiting
and not counting on agencies which would help in getting quality resource
and reducing cost.

12. Recommendations &
Targets for 2016
ü Develop and update a comprehensive employee handbook which
would serve as a guideline for all the staff.
ü Revisions, Development and implementation of new HR policies and
procedures.
ü Technical and behavioral training programs for staff.
ü Development of KPIs for staff and ensuring employees are well
educated of their KPIs and would be held accountable against them.

13. Cont’d…
ü Performance Reviews (Annually, Bi-annually and/or quarterly).
ü Introduction of HR information system (HRIS) and/or Management
Information System (MIS)
ü Employee Retention Strategies.
ü Internal HR Audits to ensure all HR operations are up to the predefined
standards.
ü Clear and effective communication and coordination amongst project
and head office staff in order to understand the project needs in a better
way.

14. Statistics / Data
ü Recruitment
ü Turnover
ü Accommodation
ü Years of service
ü Total Workforce as of 31st December 2015

15. Recruitment – Project &
Month Wise
0
5
10
15
20
25
30
35
40
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
ADCO 1580
DUBAL 5674
DUSUP 5648
Dana Gas
FABSHOP
Prysmian
7399
Plant 8000
HO 9000
HO9002

16. Recruitment Staff
Category Wise
4%
23%
73%
Senior Staff
Junior Staff
General Staff

17. Cultural Diversity in
Recruitment
Indian
62%
Pakistani
27%
Sri Lankan
4%
Filipno
2%
New Zealand
1%
Australian
1%
British
1% Nepalese
2%
Emirati
0.3%
Jordanian
0.3% Macedonian
0.3%
Thai
0.3%

18. Gender Diversity in
Recruitment
99%
1%1%
Male Female

19. Turnover – Project &
Month Wise
0
1
2
3
4
5
6
7
8
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
ADCO 1580
DUBAL 5674
DUSUP 5648
Dana Gas
FABSHOP
Prysmian
7399
Plant 8000
HO 9000
HO 9002

20. Turnover Staff Category
Wise
0
10
20
30
40
50
60
70
80
General Staff Junior Staff Senior Staff

21. Turnover Trend in 2015
78%
22%
Employees Leaving
Before 2 Years
Employees Leaving
After2 Years

22. Accommodation Status
as of 31st December 2015
0 100 200 300 400 500 600
General Staff
Junior Staff
Senior Staff

23. Years of Services
0
100
200
300
400
500
600
700
0 - 5 Years 5 - 10 Years 10 - 15 Years 15 - 20 Years 21 - 30 Years Above 30
Years
No. of Employees

24. Total Workforce (in%) as of
31st December 2015
Plant
2%
ADCO - 1580
21%
DUBAL - 5674
16%
DUSUP - 5648
16%
FABSHOP
32%
Prysmian- 7399
5%
KSA
5%
HO 9000
3%
HO 9002
0%

25. Conclusion
Bringing it all together, we feel pride in providing quality services to all personnel
and departments and are ready face all possible challenges coming in year
2016. we commit to acting truthfully, ethically, professionally and treat everyone
with dignity, courtesy and respect. We strive every day to ensure our department
serves as the focal point of contact for both internal and external stake holder
whenever there is need of HR & Administration issues, labor issues &
employment issues, recruitment, onboarding & off boarding and all matters
related to the our employees, our biggest asset.
We also commit integrity, teamwork, responsiveness, innovation, fairness and
excellence.

26. HR Department
As the Administration & HR Manager I extend my appreciation to my HR
team for their commitment, dedication and professionalism in reaching our
goals as per all the project requirements and company standards.
Muhammad Erome
Administration & HR Manager
Dutco McConnell Dowell (ME) L.L.C