Employee News letter -GVS RAO-NORTH AFRICA

1. PRERNA
Employees News Letter
DS Construction Libya,
31 May 2010 Inaugural Edition Number 1
UAE, India.
Foreword
By B. S. Narula
Greetings:
Contents As the summer peaks up in Libya, and only economy in Africa where business potential
1. Foreword is jumping 4 times in comparison to the other nations, I am excited about the way the
2. Editor’s industry and our company is moving. It is an interesting and vibrant year where there
addresses will be challenges in the business arena and the way the company responses and
3. HR Initiatives handles it
Employee
Retention 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
Employee better prepared. Here I want to remind you all about one of our core values is to
Benevolent Challenge the Limits & Constraints-and market the opportunities favour a prepared
Fund mind.
4. Site News 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
5. Management
introduction of this PRERNA Employee News letter (ENL), we are able to bridge
Team
communication gaps within DSC spread over India, Dubai, and Libya. Read my lips, this
6. New Employees is just beginning to bring all staff closer to and inculcate a strong DS family identity
in May 2010 for all divisions to go to the market as ONE.
7. Induction & its DS Construction FZ CO Libya therefore gives top priority in providing conducive and a
Benefits 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
8. Birthday Big have done in 2009 where we strengthened our position in terms of Organizational,
Boys in May Financial and Business aspects to meet the internal & external challenges ahead.
2010
As we endeavor to reshape our company, let’s continuously give our best to the
9. Brush up Basics company. I am sure that our effort will bear fruits in whichever and every level we
are in.
10. What is
Performance Last but not the least; I would like to thank VP-HR (GVS RAO) and his team for their
Appraisal dedicated effort in creating and developing this news material which will create a new
philosophy of awareness and transparency in the DS family.
11. Introducing
New Delhi Staff Warm Regards
B. S. Narula Director (Operations), SWANI, TRIPOLI, LIBYA
12. FIFA 2010
“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-
1

2. Editors Note
By Gubburu VS Rao
Greetings from Tripoli, Libya, North Africa
Chief Editor
addresses 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
MISSION OF HR
personal life off from the work tasks.
To create and As a start, this Summer 2010, we in DS Family in Libya are pleased to release our FIRST
nurture the right 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
Environment family members; we will strive to improve the Newsletter edition after edition. We
and working would like to appreciate contributions of photos and articles concerning Personnel,
conditions, so Human Resource…….which we may include in the coming issues.
as to motivate Happy Reading!!!
and instill in our
employees of all Gubburu VS Rao
Vice President –HR
grades, a sense SWANI, TRIPOLI, LIBYA
of respect,
loyalty, We are what we repeatedly do.
dedication and Excellence, then, is not an but a habit
-Aristotle-
professionalism
in performing From 01 Jan 2010 till 31 May 2010
their duties 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
2

3. Ram Seti has been promoted as Foreman Civil
Lember has been promoted as Foreman Civil
From 01 Jan 2010
till 31 May 2010
Mohd. Hasrathulla has been promoted as Foreman Welder
Promotion
Announcement
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
HR Initiatives
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
3

4.  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
 Counseling on motivation and morale of employees
_____________________________________________________________________
EMPLOYEE BENEVOLENT FUND
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.
Project updates
HEADLINES on PROJECT: Widening & Strenthening of Main Road of Azizia City – Phase 3
our Business in CLIENT : Organization for Development of Administration Centers
LIBYA
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.
4

5. 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.
HEADLINES on
our Business in  Mr. S K D Malisetti Venkata Simhadri, Sr. Vice President (Projects) has taken
LIBYA 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-
5

6. KNOW YOUR MANAGEMENT TEAM
in DS CONSTRUCTION FZ CO
Management
Team in LIBYA
H S NARULA
Chairman B S NARULA
Director
(Operations)
VINAY KAPOOR T K GHATAK SUDHIR KUMAR
O. D. SHARMA LAXMIKANTH A
ED (Project) E D (Projects) SR. E D (Projects) ED (F&A)
E D (Projects)
18042
S K D Malisetti V S
Sr. VP (Projects)
6

7. Joined During May 2010
17965
18042 17977
Lakshmikant Atchutuni Vinay Kapoor S K D Malisetti V S Purna Prasad Arakere
ED (Projects) ED (Projects) Sr. VP (Projects) GM- Projects
18079
Ramesh Kumar
NEW Hyderkhan
17978
17937
17938
Kapil Kumar
Head - HSE Sudhir Kumar
family Rajnish Khanna
Dy. G M (Admin.)
(DGM – Site)
(Manager Admin)
members
in DSC FZ CO
Libya in April,
May 2010
17941 17946
17940 17975 Gunjan Kumar
Shijo Podiyan
Sandesh Rai Guthu Mohd. Shameem Jr. Engineer (Mech.)
(Quantity Surveyor) (Quantity Surveyor) Engineer - Project
17945 17944 17943 17976
Achyut Rajan Agrawal Tapan Kumar Tripathy Mohd. Aman Ullah Shareef Nagoor Meera
(GET (P&E) Accountant Site (Engineer HVAC) Admin. Assistant
7

8. 17974
17939 17948 Imran Khan
17947
Anurag Supervisor Civil
Bindeshwar Kumar Rajni Kant Thakur
Supervisor Joinery Supervisor Civil (Fini)
(Surveyor - TS)
NEW 18015 18016 18017
family 17979
Sushanta Mondal
Divakara
Thoppanahally P
Dayamay Mondal
Surveyor TS
Mohd. Shah Alam
Foreman Shutteing
members Foreman - Shuttering Electrical Engineer
in DSC FZ CO
Libya in April,
May 2010
18018 18019
Praphool Kumar Shiv Kumar Upadhyay 18020 18021
Pathnayak Foreman Reinfrcement Gagan Kumar Joshi Pradeep Kumar Raut
Foreman Finishing Asst. Store Keeper Time Keeper
18043
18022 18024 Mayankumar
Laxmi Kant Patasani 18023 Tajuddin Shaik Keshavlal Patel
SuperCivil (Masonary) Vikas Goswami Foreman Mechanical Sr. Surveyor - T S
Officer Safety
8

9. 18046 18047
18045 Mohd. Nabab
18044 Ayub Khan Kayamkhani
Kailash Chandra Lenka
Hardeep Singh Joshi Camp Supervisor Camp Supervisor
Lab Technician Sr. Civil Foreman
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
Employee to understand AND a job to learn!
Induction Benefits of induction
& its
The transition to the new workplace is made easier and more effective for both the
Benefits 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.
9

10. HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Sudhir Kumar Loganathan Venugopal Pravin Kumar Thakur Ravi Muthuswamy
06.05.1964 07.05.1950 11.05.1972 26.05.1957
Rajeev Kumar Jha Mohd. Arif Varghese Mathew Sarojakshan Pillai
23.05.1975 24.05.1974 14.05.1970 03.05.1964
HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Pradosh Kakkarayil Bhim Bahadur Chettri Gouranga C. Routray Nagaraja M. B.
11.05.67 22.05.1970 04.05.1977 16.05.1969
Md. Salman Abid Ashrith Kumar Manjunath Manoj Kumar Pillai Subhash Rajan
05.05.1967 24.05.1984 25.05.1982 25.05.1969
10

11. HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Govindan Kutty Aloka Behera Samar Alam Anup Kumar TS
04.05.1968 13.05.1975 18.05.1973 18.05.1982
Rajeev C R Sunil Sudharan Palaian Senthil Kumar Jayabal Shaji Sadhasivan V
23.05.1975 24.05.1979 11.05.1984 14.05.1983
HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Nagaguru Karuppasamy Ramendra Nath Bairagya Soundar Rajan Vellakutti Pramod Kumar M.
06.05.1985 15.05.1960 08.05.1970 17.05.1980
Banslal Om Chand Prabhaharan R. Vijayan
01.05.1957 05.05.1977 15.05.1966 Sadanandan
20.05.1967
11

12. HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Pramod Kumar Pandey Jena Ganeshwara Malay Mohapatra Pankaj Kishore P.
20.05.1981 29.05.1966 28.05.1978 01.05.1962
Suresh Kumar Jena Mr. Krishna Chandra Nagoor Meera Soma Sekar M.
07.05.1973 13.05.1959 03.05.1971 25.05.1978
HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Goutam Mondal Jitender Shekhawat Rajeshwar Singh Hari Kumar
05.05.1979 05.05.1972 23.05.1971 17.05.1974
Chakka Poyyan Pradeep Suman Barik Tusar Ranjan Sundaray Bhagban Pradhan
23.05.1965 22.05.1981 07.05.1982 09.05.1982
12

13. HAPPY BIRTHDAY -
Employee in DSC –
DURING
MAY 2010
Prakash Naagaraj S Imran Khan Jajati Keshari Naik Prasant Kumar
04.05.1964 01.05.1985 25.05.1982 Jena
23.05.1985
Sankarshan Behera Mukesh Kumar Singh Mohd. Yusuf Rohit Kumar s.
17.05.1983 27.05.1983 29.05.1983 23.05.1984
S. C. Gopinathan Unni Nandu Yadav Shivarama Pillai Pradhan Dibakar
19.05.1984 02.05.1965 19.05.1955 05.05.1962
Ganesh Sah Kapildev Pandey Dipak Kumar Das Shweta Kumar S.
10.05.1959 07.05.1985 09.05.1985 10.05.1985
13

14. Shweta & Yogesh Mishra blessed with a baby
BUNDLES OF boy Naitik Mishra on 07th Feb, 2010.
We congratulate the proud parents on this
JOY occasion.
Sunita & Mukesh were blessed with a baby girl
Pari on 14th April 2010.
Our heartiest congratulations to the proud
parents.
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
Lubna & Riyaz Abdali entered
Monika & Amit Nanda tied the
into holy matrimony on 09th
knot on 07th May, 2010.
April, 2010.
We wish them a long, happy
We wish the newly married
and prosperous married life.
couple A HAPPY MARRIED LIFE
14

15. Supervisory POSITIVE COMMMUNICATION
Skills  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
Brush up to help co-workers. If you go out of your way for people, they’re apt to return
the favor.
Basics
 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.
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
Supervisory usually true; 2 if it is sometimes true; 1 if it is rarely true; and 0 if it is never true.
Skills Then add up your score and fine out how you rate.
1. I know what I want my communication to achieve________
Brush up
2. I think before I speak and organize my thoughts__________________
Basics
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________
15

16. 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 EVERYONE COUNTS!
Skills What does workplace diversity really mean?
 All employees show respect for one another’s differences.
Brush up  Differences are viewed as plusses to the organization.
Basics  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.
Supervisory 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
Skills organization stronger, more competitive, and more profitable. But to make employee
inclusiveness at work, your support is essential. Remember, everyone counts!
Brush up
Basics 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?
16

17.  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 Larsen & Toubro - Engineering major Larsen & Toubro has developed a competency
matrix which lists 73 competencies-that vary across managerial levels-to measure
Employee performance and gauge developmental needs of its employees. Each listed competency
Performance has associated knowledge, skills, and attributes. The company appraises individual
employees on the listed competencies, and zeroes in on the functional, managerial, and
Appraisals 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
Basics of their professional standing.
Employee
Who Should Assess Performance
Performance Performance evaluation is never easy. It is essential that the assessor has adequate
Appraisals 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.
17

18. Basics of 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
Employee themselves. But self-assessment also runs the risk of variability and leniency that may
Performance conflict with superiors' or peers' findings. It could be more useful when combined with
other forms of appraisal.
Appraisals
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.
NEHA SHEETAL B.
NIRBHAI B. NITIN VIKAS S.
Sr.EXECUTIVE Sr. EXECUTIVE
EXECUTIVE EXECUTIVE HR
Introducing (P&HR) FRONT OFFICE EXECUTIVE HR
HR-ADMIN
Our India based
EMPLOYEES
KRISHNA K. SANJAY R. GAJENDRA J. AMIT S. VIPIN S.
EXECUTIVE (L&A) ACCOUNTANT OFFICE ASST. OFFICE ASST. OFFICE ASST.
SPORTS UPDATE
WORLD CUP SOCCER in SOUTH AFRICA
Group A
Date -
Match Venue Results
Time
11/06
1 Johannesburg - JSC South Africa Mexico
16:00
11/06
2 Cape Town Uruguay France
20:30
16/06
17 Tshwane/Pretoria South Africa Uruguay
20:30
17/06
18 Polokwane France Mexico
20:30
22/06
33 Rustenburg Mexico Uruguay
16:00
22/06 Mangaung / South
34 France
16:00 Bloemfontein Africa
Group B
18

19. Date -
Match Venue Results
Time
12/06
3 Johannesburg - JEP Argentina Nigeria
16:00
12/06 Nelson Mandela Bay/Port Korea
4 Greece
13:30 Elizabeth Republic
17/06
19 Mangaung / Bloemfontein Greece Nigeria
16:00
17/06 Korea
20 Johannesburg - JSC Argentina
13:30 Republic
22/06 Korea
35 Durban Nigeria
20:30 Republic
22/06
36 Polokwane Greece Argentina
20:30
Group C
Match Date - Time Venue Results
12/06
5 Rustenburg England USA
20:30
13/06
6 Polokwane Algeria Slovenia
13:30
18/06
22 Johannesburg - JEP Slovenia USA
16:00
18/06
23 Cape Town England Algeria
20:30
23/06 Nelson Mandela Bay/Port
37 Slovenia England
16:00 Elizabeth
23/06
38 Tshwane/Pretoria USA Algeria
16:00
Group D
Match Date - Time Venue Results
13/06 German
7 Durban Australia
20:30 y
13/06
8 Tshwane/Pretoria Serbia Ghana
16:00
18/06 Nelson Mandela Bay/Port German
21 Serbia
13:30 Elizabeth y
19/06
24 Rustenburg Ghana Australia
16:00
23/06 German
39 Johannesburg - JSC Ghana
20:30 y
23/06
40 Nelspruit Australia Serbia
20:30
Group E
19

20. Match Date - Time Venue Results
14/06 Netherland
9 Johannesburg - JSC Denmark
13:30 s
14/06 Mangaung /
10 Japan Cameroon
16:00 Bloemfontein
19/06 Netherland
25 Durban Japan
13:30 s
19/06
26 Tshwane/Pretoria Cameroon Denmark
20:30
24/06
43 Rustenburg Denmark Japan
20:30
24/06 Netherland
44 Cape Town Cameroon
20:30 s
Group F
Match Date - Time Venue Results
14/06
11 Cape Town Italy Paraguay
20:30
15/06 New
12 Rustenburg Slovakia
13:30 Zealand
20/06 Mangaung /
27 Slovakia Paraguay
13:30 Bloemfontein
20/06 New
28 Nelspruit Italy
16:00 Zealand
24/06
41 Johannesburg - JEP Slovakia Italy
16:00
24/06 New
42 Polokwane Paraguay
16:00 Zealand
Group G
Date -
Match Venue Results
Time
15/06 Nelson Mandela Bay/Port Côte
13 Portugal
16:00 Elizabeth d'Ivoire
15/06
14 Johannesburg - JEP Brazil Korea DPR
20:30
20/06 Côte
29 Johannesburg - JSC Brazil
20:30 d'Ivoire
21/06
30 Cape Town Portugal Korea DPR
13:30
25/06
45 Durban Portugal Brazil
16:00
25/06 Côte
46 Nelspruit Korea DPR
16:00 d'Ivoire
Group H
20

21. Matc Date -
Venue Results
h Time
16/06
15 Nelspruit Honduras Chile
13:30
16/06
16 Durban Spain Switzerland
16:00
21/06 Nelson Mandela Bay/Port
31 Chile Switzerland
16:00 Elizabeth
21/06
32 Johannesburg - JEP Spain Honduras
20:30
25/06
47 Tshwane/Pretoria Chile Spain
20:30
25/06
48 Mangaung / Bloemfontein Switzerland Honduras
20:30
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
Unfold your Nerves
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 gaurav@dsclibya.com
A mystery gift awaits those with excellent ideas for improvement
21