Spring 2014
Life @ Lotte Chemical is a corporate newsletter intended for employees and partners of Lotte Chemical Pakistan
Cover Story
Famine in Thar
L
otte Chemical Pakistan (LCPL) has always actively supported people of Pakistan when in need. Following our support for Flood victims in 2010/11, LCPL extended its support to the victims of
by Zain Talpur
famine hit Tharparker region of Sindh. The desert region in Tharparkar is one of the poorest districts in the Country which is home to approx 1.3 million people. With 40% less rainfall than normal, livelicontinued on page 4
Cover story Famine in Thar
Initiatives 01
AGM / Visits / Announcements LCPL 16th Annual General Meeting
03
Visit of Korea Pakistan Friendship Association
03
Mr. Jung Neon Appointed New LCPL CEO
02
In this Issue
Recruitment & Training
Never Say Never
08
Illuminating the Camp Area
07
IBM Notes and Travellers Upgraded
13
Internal Faculty Recognition Program
14
Dawood University Visits LCPL
15
All About Learning – TNA Meetings
17
Awards LCPL Awards Green Office Certification
Engagement
05
Asif Saad Farewell
06
Garden Party
18
Orange Competition
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05
Editorial
r e s u lt s
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Spring 2014 – Editorial
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n behalf of the editorial team I present to you the first edition of 2014 Newsletter. Following LCPL’s support for the earthquake and flood victims in previous years, The Company extended its support for the drought victims of Tharparkar. Representatives of the Company traveled to the affected area’s to distribute goods personally, reaching out to over 700 families in dire need of food and water. This continued support offered by LCPL, is a testament of its commitment to help the nation when in need. Meanwhile, within the Company there have been some senior management changes. With the early retirement of Mr. Asif Saad, Mr. Jung Neon Kim has been appointed as the new CEO of LCPL. The editorial team would like to wish Mr. Asif Saad very best of luck for his future endeavors and welcome Mr. Jung Neon kim as the new CEO of LCPL and hope he guides the Company towards a brighter future. Recognizing our efforts and best practices in 2013, LCPL was awarded with the prestigious award of “Best organization for HR development” by Employer Federation of Pakistan. Furthermore, Mr. Asif Saad, former CEO of LCPL was presented “Best CEO Award” by the same organization. LCPL’s CSR activities continued from last year as LCPL city office received its ‘WWF Green office certification’. This certification signifies that we meet and exceed conservation standards in terms of energy efficiency, resource conservation and environmental protection. Lastly, the editorial team would like to thank you for the continued support and hope this will continue through the year. If there are any suggestions to improve this newsletter, please feel free to contact myself or any of the editorial board members.
Unaudited financial results of the Company for the first quarter ended 31 March 2014 by Faisal Abid Lotte Chemical Pakistan Ltd Q1 2014 Revenue Cost of sales Gross loss
Consolidated Q1 2014
Q1 2013
Q1 2013
12,389,036
13,031,852
12,389,036
13,031,852
(13,017,903)
(13,372,573)
(12,799,186)
(13,186,751)
(628,867)
(340,721)
(410,150)
(154,899)
Distribution and selling expenses
(24,096)
(19,037)
(24,096)
(19,037)
Administration expenses
(83,246)
(77,537)
(83,246)
(77,537)
(664)
(782)
(17,582)
(12,212)
Other expenses Other income
176,289
287,348
190,449
69,267
Finance costs
(19,230)
(43,223)
(6,274)
(34,170)
(579,814)
(193,952)
(350,899)
(228,588)
66,941
69,701
66,941
64,216
(512,873)
(124,251)
(283,958)
(164,372)
(0.34)
(0.08)
(0.19)
(0.11)
Loss before taxation Taxation Loss after taxation Loss per share – basic and diluted (in Rupees)
Mr. Jung Neon appointed new Lotte Chemical Pakistan Ltd CEO
I
n wake of Mr. Asif Saad’s early retirement from Lotte Chemical Pakistan Limited on 31 April 2014, Mr. Jung Neon Kim has been appointed Chief Executive Lotte Chemical Pakistan Ltd. We congratulate Mr. Jung Neon Kim on his appointment and wish him the best of luck.
– Zain Talpur
Editor Zain Talpur
(Rupees'000)
Contributors Ali Ahmed Khan Ambreen Malik Amir Azam Amir Ayub Arif Raza Asad Ahmed Khan Asad Hayat Asadullah Chughtai Ayesha Moin Faisal Abid
By Ambreen Malik
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Farhad Jamil Dr. Firoze R. Patel Muhammad Sajid Khan Shazia Siddiqui Shahzad Ibrahim Shuaib Iqbal Syed Ahsan Bukhari Syed Arif Hussain Syed Hameed Hussain Shah Tariq Mehmood Zia Ur Rehman
Design & Layout iMedia Life @ Lotte is compiled and edited by staff at Lotte PPTA. If you would like to contribute to the articles and events covered here, please contact the editorial board. www.lottechem.pk
AGM
Lotte Chemical Pakistan Ltd 16th Annual General Meeting L
CPL’s 16th Annual General Meeting was held on 26 March 2014 at Beach Luxury Hotel, Karachi, for approving the Annual Accounts of the Company for the year ended 31 December 2013 and for other Ordinary and Special Business. Shareholders were informed of the annual performance of the Company and how the management plans to cope with the challenges ahead. Keen interest was shown by the shareholders towards Lotte Chemical Pakistan’s future plans. Shareholders appreciated the efforts of Lotte Chemical Pakistan’s management team and Lotte Group’s interest in the country as an investor.
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by Zain Talpur
VI S ITs
Visit of Korea-Pakistan Friendship Association A a delegation representing the Korea-Pakistan Friendship Association visited the LCPL plant site. The delegation represented cross section of the Korean society and was led by Mr. Oh Jay Hee, former ambassador to Pakistan. Counsel General of Korea in Karachi also accompanied them. The aim of the visit was to create goodwill and foster better understanding and ties between the two friendly countries. On arrival the delegates were briefed and taken on a plant visit. They were highly appreciative
of the HSE standards and the professionalism of the staff to running the state of the art plant.
By Asadullah Chughtai
Spring 2014 – visits
3
Cover Story
Famine in Thar continued from page 1
Spring 2014 – Cover Story
4
hood of the locals was affected massively. According to newspapers, around 180 people, mostly children lost their lives due to scarcity of food. Keeping in mind the dire situation in the district, LCPL
representatives which included Raja Waheed (Corporate HR Manager), Col. Asadullah Chugtai (General Affairs & Security Manager), Rizwan Ahmed (Asst Manager General Affairs) and Zain Talpur (Communications Manager) embarked on a seven hour journey (400KM from Karachi) to district Umarkot where the Government of Sindh had declared 25 villages as ‘calamity affected’ After an overnight stay in Umarkot, LCPL representatives traveled to the village of Ramsar Mehnghwar, Tane Ji Thar, Roheraro, Ramhar, Viklokar, Dabee Sama, Kaplore and Etadi with relief goods. LCPL representatives not only personally distributed relief goods but also spent time with the victims to better understand their needs and problems. Lotte Chemical Pakistan reached By Zain Talpur out to over 700 drought affected families in 8 villages with relief goods.
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H R Awa r d s
Awards
is what makes the Human Resources Excellence Awards stand apart in the awards field.
by Arif Raza
W
e are delighted to announce that LCPL has won awards for best Human Resource processes in the country. The finalists for these awards were from multinationals and largesize local organizations. In Pakistan, these awards have grown both in stature and size over the years. The crowning jewel is the Employer Federation of Pakistan for “Best Organization for Human Resource Development Award”, the most coveted trophy in Pakistan HR. “We’re proud to be associated with an award that celebrates commitment to human capital,” says Muhammad Balig ur Rehman, State Minister for Education, Training and Standards in Higher Education. The company scooped “Best CEO Award” as well from Employer Federation of Pakistan which was received by Mr. Asif Saad.
T
he Global HR Excellence Award ceremony was held by the Global Media Links where LCPL was given an award in the category of “Excellence in HR Infrastructure Development”. They recognized company’s commitment and promotion of its HRM by giving significant exposure to the human capital.
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P
akistan Society for Training and Development has organized its Annual Learning conference for the first time. This prestigious annual conference was very well received and was attended by 250 plus senior professionals from the industry. The conference aims to share and discuss the promotion of Learning & Development and award recognition for the outstanding work they have done in Learning & Development. Lotte was given an award for “The Best Learning Organization”. The uniqueness of these awards is the methodology, which stipulates the judging panel must be made up solely of HR and Multinational leaders from major organizations. This
CPL believes in helping needy people in the society as a result of which it organized many CSR events. LCPL visited Thar, Badin, Ghaghar Phatak, and its employees voluntarily participated in their difficult times after natural disasters. We didn’t ignore special people in our CSR events and employees spent time with people in Darul Sukoon, SOS Village, etc. We organized an event with the help of the Make-a-Wish Foundation for children who are suffering from chronic diseases and fighting for their lives. Children were able to raise their wish in this event at Arena Club. LCPL distributed several gifts to all the participants in order to make them happy. We were also focused towards environment and health where the Company organized medical camps for underprivileged people. Trees were planted at Plant site and nearby areas. The National Forum for Environmental and Health has awarded “CSR Award” to the company in recognition of above contributions.
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CSR
LCPL City Office’s Green Office Certification
L
otte Chemical Pakistan received Green office Certification from WWF Pakistan for its City Office. This certification signifies that we meet and exceed conservation standards in terms of energy efficiency, resource conservation and environmental protection. The initiative results in cost savings and engages employees in the Company’s sus-
By Zain Talpur
tainability goals. This certification is a testament to the fact that we are eager to go above and beyond environmental standards and do everything possible to protect and safeguard the interests of our people and the plant.
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Spring 2014 – Awards
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Engagement
Farewell to Mr. Asif Saad F
ollowing Mr. Asif Saad’s early retirement, LCPL held a presented a plaque and a goodbye gift as a gesture of goodwill. Mr. Asif received an emotional farewell from a large number of farewell ceremony on the premises. staff which included management & Non-Management Mr. Asif had been CEO of the Company for seven staff. years during which he played a pivotal role towards On the occasion, Mr. Asif, together with members the success of LCPL. To bid Mr. Asif Saad farewell By Ambreen of the staff, congratulated Mr. Jung Neon Kim on his LCPL staff arranged a get together on 29 April 2014 Malik new role. @ Plant Site Port Qasim. At the farewell Mr. Saad was
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Spring 2014 – Engagement
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i n i t i at i v e s
Illuminating the Camp Area C
amp is a facility utilized by expats & LCPL Staff for staying overnight during Overhauls & Plant Shutdowns. Currently it is also being used by a few Trainee Engineers as their permanent residence. Considering the low LUX level in the Camp Residential Area, the need for improvement in illumination by Farhad was imperative to increase the liveliness of the Jamil area. 42 new street light fixtures were installed at various locations in all corridors of the Camp Residential Area. These light fixtures have significantly helped to increase the area LUX Level. Improved visibility has also helped in better vigilance. The efforts of Syed Raza Anis, M Kamran Khan & Khalil Ahmed Ansari are praiseworthy as the modification was completed efficiently in addition to cost saving through the installation of mounting plates and different accessories that were required for light fixtures.
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Visit of ‘Dawlance’ Team at LCPL’s plant site for awareness on HSE Management System
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o honor the interest in LCPL’s HSE Management and Fire Fighting Systems, HSE department arranged a visit for Dawlance team on January 09, 2014; based on their request, the team was warmly welcomed at the LCPL plant site by Mr. Shabbir K. Hussain (HSE& Business Development Manager). Full day briefing sessions were by Shuaib arranged for the team at Technical Iqbal Training Center on HSE Management & Fire Fighting Systems at LCPL. The team appreciated the LCPL’s commitment on HSE Management, Fire Fighting systems, HSE Trainings & LCPL’s excellent HSE performance record. The `Dawlance` Management also acknowledged LCPL’s initiative regarding awareness of HSE management System to nearby industries.
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Innovation Turns Idea into Reality P
roduction department always the filtration unit and consequent encourages its team members plant load reduction. On Feb 13, 2014, one G1-418 to convert ideas into reality. This not only increases the skills and was stopped while on Mar 20, confidence of individuals but also 2014, one G1-409 was stopped and contributes in achieving overall both filtration units were continuously operated with single business goals of improved G1-409 & G1-418 for the efficiencies and cost savfirst time in Plant history. ings. by M. Sajid The performance of the As a part of cost savKhan pumps was mapped with ing initiatives, the team pump curves and found to suggested to run both filbe normal. The throughput tration units (ROVAC) A/B of Oxidation Plant with single Filter of the filtration units remained feed pump G1-409 and seal fluid normal and plant load was not reduced. All this was done without pump G1-418. At the Oxidation Plant, there spending a single penny. Procedures of ROVAC routine are 02 filtration units A and B that are provided to separate CTA pow- caustic wash were reviewed and der from mother liquor stream Training was imparted to Shift team through vacuum filtration. Each who are now performing routine unit is operated with its individual caustic washes with modified profeed pump G1-409 and seal fluid cedure very well.. Followings benefits were pump G1-418. By design, cross over lines are achieved after implementation of provided at G1-409 A/B and G1- the idea. 418 A/B discharge, which were »» Power saving of 14.1 KWh, utilized previously only in emer- »» Saving in maintenance cost due to single pump operation. gency situation in case any one of Stand by option of G1-409 & the pump becomes unavailable due to any reason. However, both units G1-418 is now available that rewere not continuously operated sulted in increased availability of with single pump due to possible filtration units and consequent OX chances of reduced throughput of Plant occupancy.
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Spring 2014 – overhauls & INITIATIVEs
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INITIATIVE S
Never Say Never P
Spring 2014 – overhauls & INITIATIVEs
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lant power consumers have been categorized into two groups first is base plant load and second is critical load. Since commissioning, we have been operating with two different powers sources for base and critical load, required for safe shutdown of plant. After commissioning of co-gen plant critical load was shifted to KE and base load was shifted to GTG supply. KE per unit cost (Rs/ KWH) is approximately double than GTG unit cost. We were paying a huge amount to KE for utilization of power for critical load (approx 22 MW/day). Production department accepted the challenge to change this status quo and
adopted lateral thinking approach to explore other options. A series of modifications were proposed and executed with help of Electrical & Instrument team to design a new system to reduce operation cost with some calculated risks cov-
There is Always One More Thing to Do
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fter GTG commissioning plant HP steam requirement is primarily fulfilled from HRSG and one auxiliary boiler that serve only to meet the deficit in HP steam demand. As part of process optimization, it was required to utilize HRSG (a waste heat recovery boiler on GTG exhaust gases) up to maximum extent. Auxiliary boilers gas controller was provided with the minimum soft lock at 15 %. After the HRSG inclusion in HP steam network, excess HP steam was available which we had to vent out due to design limitation in boiler gas controller. This resulted in a loss of energy in the form of unwanted natural gas consumption. Now the challenge was to explore rationale behind that soft lock, responsible for extra natural gas consumption. An in-house study was conducted which was then recycled with Alborg (Boiler manufacturer) and finally concluded to reduce this soft lock from 15 % to 9.5 % in steps. All associated process hazards were taken care of as per merit. This initiative will expectedly save ~ 44 MRs /annum. Ambition, rationale persuasion and analytical thinking are the key elements which made this by Shahzad Ibrahim idea possible. Excellent work – keep it up!
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ered through new modifications and operational guidelines. Finally this change was implemented after March 2014 SSD and KE power supply to critical load was isolated and switched over to GTG supply. It is estimated that this initiative will give an approximate saving of PKR 50 Million per annum, which is equal to saving of ~$1/te in variable cost. No doubt, thinking and implementation of this idea was fairly difficult but now are of the firm belief that: “If the going by Shahzad seems easy, you Ibrahim are going downhill.
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Wireless communication system between Lotte and Linde T
he process values from various instruments at Linde facility such as gas temperature, by Amir Azim pressure, flow etc. are monitored at the LCPL plant. Since its commissioning, the medium of data transmission from Linde to LCPL has been a multicore copper cable. With the passage of time, the cable suffered damages on different locations and thus all the spare pairs were consumed one by one. To restore the faulty loops, a new multi-core armored cable was required. The Instrumentation team came up with an innovative solution which not only eliminated the need of a cable altogether but also proved to be much more cost effective. To materialize this idea, a new Wireless Communication System has been installed and commissioned on both sites to establish the data transmission link. The system comprises of a communication panel and an RF antenna on each of the two locations. A total of eleven analog signals are now being transmitted over radio waves at 2.4 GHz frequency from Linde site and received at LCPL site on DCS. The credit of efficient project execution goes to Purification Instrument team. Various multi-faceted challenges were successfully met by the virtue of dedication and team work. Excellent support was extended by Workshop, Electrical and Production teams in their respective traits. This bold initiative by Instrument team has improved the reliability of the system.
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INITIATIVE S
ubricating oil is essential element for continuous and reliable operation of equipment. Lubricating oil condition is closely monitored through weekly inspection and oil sample testing. Lubricating oil for each equipment is either preventively replaced based on OEM recommended intervals or at times when lubricating oil is observed to be contaminated in oil sample tests. Replaced oil is not wasted as it is against LCPL’s environment conservation policy By Syed Ahsan and is hence stored in oil drums. Replaced lubricatBukhari ing oil though beyond use for required service is still quite a valuable item in local market. Reliability team jointly with Commercial team identified this opportunity and decided to sell used oil in local market. Site visits were arranged for multiple perspective buyers and after a transparent bidding process waste oil was sold to the highest bidder.
Rubber lining of HCL hoses P
TFE lined hoses are used at plant site for offloading HCL tankers. Utilities team has been facing continuous wear on PTFE lining of these hoses over the past few year which eventually leads to leakage from hose, posing a severe safety threat. Owing to their criticality these hoses are expensive items that are imported items with lengthy lead times. Utilities maintenance team took an initiative of performing rubber lining of damaged hoses with support of a local vendor. Locally repaired hoses were successfully tested and are now giving satisfactory operation in service. Local repair of hoses not only reduced the hose lead time but also reduced its cost significantly. By Amir Ayub
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M1-1202 Structure Replacement F
ed a new structure eed Hopper Vent Gas Deadditional Duster (M1-1202) is emBy Syed Ahsan with Bukhari stiffness to curb ployed to recover CTA powthe issue. Strict der from F1-1201. Recently adherence to Manexcessively high vibrations were agement of Change observed from the equipment. Reliability team upon analyzing the issue procedure was ensured. declared structural looseness to be Equipment structure was the cause of high vibrations. Structural replaced in the area which looseness was observed due to inherent resulted in reduction of lack of rigidity in equipment structure. equipment vibrations to Equipment was taken out of service to normal running values. avoid any catastrophic failure of the This indeed is another tesequipment. The situation demanded an tament to excellent team immediate solution as any prolonged work and workmanship of outage of the equipment would cause engineering team that resulted in timely resolution wastage of valuable CTA powder. Maintenance team jointly with of the issue. Workshop team designed and fabricat-
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Spring 2014 – overhauls & INITIATIVEs
Waste Oil Sold L
INITIATIVE S
Lightning Arresters Installation on Cooling Tower Cells
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Spring 2014 – overhauls & INITIATIVEs
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arthing strips on Cooling Tower Cells are exposed to high structure vibrations which result in continuous maintenance of these strips. Electrical Team came up with an out of the box solution to address this recurring issue since significant time and cost is required for its rectification. Fifteen copper rods around the Cooling Tower Cells have been installed at some height as lightning arresters. These arresters are not affected by By Farhad high structure vibrations due to their weight and construcJamil tion. Most of the required material to realize this project was locally developed by Electrical & Workshop Team. This innovative idea has significantly increased reliability of the lightning protection system on Cooling Tower area. Efforts of Syed Raza Anis, Abid Qayyum & M Saeed are praiseworthy as the whole modification was completed efficiently without any design or services support from vendor.
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New Backup AC Unit for the Analyser House A
An Innovative Step towards Reliability Enhancement
nalyser House is amongst critical plant areas in which some of the most sophisticated instruments are installed, essential for safe and proper operation of the main oxidation plant reactor. This equipment needs a precise temperature control for normal operation. The main HVAC system installed in the Analyser House was in continuous operation since plant commissioning. With the passage of time, the performance of the HVAC system has deteriorated. Frequent faults and tripping of HVAC unit were observed in the past two years. The installed system is now obsolete and its spare parts are not available. In addition to that, no redundancy of HVAC system was available. It also posed a threat to Analyser house operation as tripping of HVAC system could lead to oxidation plant tripping as well. The OEM had also recommended replacement of the system with newer model. However, the cost of the new system was quite exorbitant and that option did not seem viable as its estimated
cost was Rs. 12 Million. Efforts were put in to figure out a solution which would provide backup to the existing HVAC system and also less expensive than the replacement of already installed HVAC system. It was decided to install a new hazardous area certified AC inside the Analyser House. This will not only provide backup for the HVAC system but will also allow maintenance activity during running plant. The cost of this new AC was only 8% of the total replacement option of HVAC. The option was critically examined so that there should be no discrepancy in this modification. Detailed designing of this modification was done in-house while keeping all protections intact. Innovative ideas were put forward by the electrical team for the installation and commissioning of new backup AC system. Since this type of backup system involved Analyser House, the work was comprehensively planned well before the commissioning. To cater to the space constraint in the Analyser House, a
unique structure was designed to install the indoor unit. By Farhad Electrical wiring of the unit Jamil was also a challenge due to the fact that the new system was to be interlocked with the existing HVAC system and no such certified AC was installed at the plant before. The installation and commissioning of this new backup split AC was carried out during Short Shutdown of March 2014 with indigenous resources. The whole job was executed at remarkable pace and efficiency due to excellent planning and teamwork. The efforts of Muhammad Waqas, Imranullah Khan and Arif during the planning and execution phases are commendable, ensuring timely and flawless completion of this critical job. This new split AC is now available as a backup standby of the existing system. This backup AC can be taken in service in case of any issue with the main HVAC.
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Gas Turbine Annual Maintenance
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he Gas Turbine GE LM 6000 PD, installed at the Cogen Plant, is a production critical asset of the plant. Preventive maintenance procedures for the GT have been outlined by OEM whose main purpose is to protect the equipment integrity and avert failure. During
the short shutdown of March ’14, Annual Maintenance related activities were carried out on the GT as suggested by the OEM. On thorough inspection, the turbine was found to be in healthy working condition. Necessary repairs and part replacements were undertaken to
ensure continuous reliable operation of the equipment. Satisfactory operation of the equipment has been observed since then. This indeed is another feather in the cap of maintenance team whose excellent workmanship has delivered once more.
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I n i t i at i v e s
Modifying the Operational Logic of Plant Critical MCCs & Diesel Generators Adapting to new philosophy of Electrical Network he DG sets at plant originally used to supply power to critical plant load continuously which was about 6% of the total power consumption by plant. In case of utility power failure, the DGs were used to supply emergency power for the safe shutdown of the plant. This was the DGs’ operational philosophy so as to feed the power from two different sources since plant commissioning. Following commissioning of Cogen plant; GTG and KE Line-2 were being used as two different sources. This philosophy of using two distinct sources has now been modified to keep KE Line-2 on standby and feed the whole plant from single source. Detailed reviews were carried out prior implementing this critical modification and it was decided to implement logic for auto start of DGs and MCCs auto changeover to provide power to critical plant load in minimum possible time in case of total power failure at site. The logic was designed by the site team and was installed and tested in the Short Shutdown of March 2014. In order to make the whole process of power restoration automatic, “Auto Re-closing” facility was provided at the incomer break-
ers of MCC-12B and MCC-15B. This modification on the incomers of MCC12B and MCC-15B was very critical because after providing the facility of auto re-closing on the critical load MCCs, the complete logic has become automated and in case of total power failure, the power will be available to plant critical MCCs automatically without any manual intervention of electrical technician, boardman or area operator. New operating procedures have also been developed by the electrical team for manual operation and for total power failure scenario as well. The procedures have been cascaded down to the whole electrical team making them updated to the new operational philosophy of DGs. The whole job was executed at remarkable pace and efficiently due to excellent planning and teamwork. The efforts of Muhammad Waqas, Khalil Ahmed Ansari and Imranullah Khan during the planning, testing and commissioning phases have been commendable. With this upgradation of the operational logic, the power is no longer being imported from KE Line-2 for critical load.
Pump Refurbishment through Salvaged Spares By Ali Ahmed Khan
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Local Development of High Cost Spare
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rimary focus of the maintenance team is to ensure continuous reliable operation of plant equipment. G1-718-A is a Magnetic Sealless pump used for an extremely aggressive service i.e. CMB. High noise from the said pump was observed demanding immediate repairs. Upon dismantling pump excessive wear was observed on pump impeller. With the impeller in a beyond repair state and no spare impeller available Maintenance team took a bold cost saving initiative and decided to reclaim and refurbish a discarded impeller which was also rendered beyond repair by OEM but was still in a better condition than the current one. The workshop team set about this difficult task by carrying out the necessary repairs which restored it to working condition. The refurbished impeller was subsequently installed and the pump was tested and was found to providing satisfactory operation. This initiative saved equipment downtime.
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emin water is essential element of LCPL’s process chain. Demin Water is generated through Demin Water section of Utilities plant. Impeller of one of the Filter Backwash pumps installed at Demin Water section was found badly deteriorated due to corrosion and aging. There was no By Amir Ayub spare impeller available in inventory while immediate availability of
continued on next page
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Spring 2014 – overhauls & INITIATIVEs
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I n i t i at i v e s
Chronic Issue Resolved by Root Cause Analysis
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Spring 2014 – Overhauls & Initiatives
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Trainee Engineers Skills Development C
xidation Reactor Agitator G1-301 is a proontinuous skill development is a core feature of any progressive induction critical asset of LCPL plant and it’s dustry and is also a key value at Lotte Chemical; trainings and intercontinuous and importance of its continuous reactive sessions are conducted frequently for the same purpose. Trainee liable operation cannot be understated. Engineers’ program is focused on building management skills and techniIn January 2014, samples of G1-301 seal barcal expertise to develop a competent workforce for the future. Trainee Enrier fluid were reported to have unusually high gineers deliver technical presentations periodically which serve as an asconcentrations of Acetic Acid. The same problem sessment of them and a knowledge refresher for the entire maintenance has also been faced in the past however obserteam. In this regard, trainings were conducted by each of the Trainee vations were more severe this time. Routine corMechanical Engineers on various subjects. Ahmed Mehmood Khan Babar rective measures were taken but no significant delivered a comprehensive presentation on the Process Air Compresimprovement was observed. Continued insor. Aamir Ayub discussed Base-load Generator and highlighted its gress of Acetic Acid into the seal barrier significance, operation and maintenance procedures. Muhammad fluid was a risk to equipment integrity. Azam presented on the subject of Natural Gas Booster CompresBy Ali Ahmed Khan Mechanical Maintenance team, with sor, its parts, mechanisms and maintenance.
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the support of Technical team investigated the issue to find the root cause and devise a long term solution. Support from OEM was also sought and a very detailed analysis was carried out. The problem was approached from all possible aspects and even design was brought into question. Finally, the root cause was identified and short term corrective actions were taken to restore the condition of the seal. The findings were also documented and more actions were agreed for long term solution. The initiative proved vital in resolving one of the chronic issues at Oxidation plant.
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Recruitment & training
Completion of First Block of 5S It’s all about having what you need to do your job when you need it; No more, no less
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ties. Regular weekly meetings were n order to create a self susalso conducted in which teams taining culture which perBy Ayesha discussed issues and identified adpetuates a neat, clean and Moin ditional 5S opportunities. efficient work place 5S acVisible improvements in plant tivities were started on LCPL visualization have been observed. Plant site on 26 Nov’2013. Mr First block has been completed and Asif Saad along with Mr. Mohammad Wasim participated in 5S activities after completion of first block SGts in the area. 11 Small group teams were highlighted in total 559 problems out made involving employees from Produc- of which 214 problems were solved tion, Technical and Engineering depart- by SGTs themselves. Good team work ment. The whole plant has been divided capabilities have been demonstrated into 49 block with Production and work- by all the team members(Production, shop teams being assigned 5 different Engineering,Technical) . SGT members blocks while Laboratory teams being as- also gained an insight about different sections of plant which enhanced their signed 2 blocks each. 5S activity boards were prepared for knowledge. Since 5S is an ongoing jourmonitoring progress and displaying in- ney it is expected that SGTs will continue formation related to SGTs block. Every to make improvements to their work team spent 2 hours per week in the area place on regular basis. with full dedication to carry out 5S activi-
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Local Development of High Cost Spare continued from previous page
this pump was essential for continuous reliable operation of Demin plant as now no spare backwash pump was available. The situation was critical and had potential of causing a plant shut down. Pump manufacturer refused to quote as the pump design is now obsolete. Analyzing the criticality of the situation, correspondence was initiated with another European pump manufacturer who quoted an exorbitant price of this impeller. Analyzing the criticality of situation Maintenance team then came up with the innovative idea of reverse engineering and developing the required impeller from local market. This not only reduced the lead time but rendered a saving of 0.5 million on cost of two impellers. The impeller has been in operation and and providing satisfactory operation since its installation.
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I n i t i at i v e s
IBM Notes and Travelers Upgraded T
»» IBM Notes software is now 64-bit thereby greatly increasing its processing power (The Lotus Company has been acquired by IBM, therefore IBM Notes). »» The IBM theme-Notes 9.0 has a brand new look , colors of Notes icon changed from yellow to Blue, »» Mail views now show simplified dates, for example “Yesterday” plus a time, »» The auto-save feature to automatically save what you are working on, »» Both Mail and Archives applications can now be searched simultaneously, »» Make notes for a meeting, or draft information in your notebook, »» Open Notes documents in single tabs, grouped tabs, or in their own windows. The IBM Notes aims to deliver modern and rich user experience helping to accelerate business operations, and improve decision making. Congratulations to the IT Team for their efforts.
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By Tariq Mehmood
Reward Distribution Ceremony S
ustainability department held a spectacular reBy Ayesha ward distribution ceremony on 22 January’ Moin 2014. In the ceremony total 42 employees were honored with certificates and rewards under schemes of Job qualifying Program (JQP), Internal faculty recognition program (IFRP) , Suggestion and reward system (SRS) and for the best 5S slogan. Mr Asif Saad graced the event as § chief guest along with Mr Mohammad Waseem and Mr Eun Pyo Hong. The purpose behind reward distribution ceremony was to recognize the efforts of all those employees who took different initiatives to promote motivation at different levels. The event started off with the welcome address by Mr § Qamar alam where he welcomed the distinguished guests, awardees and other employees and described the purpose of event along with the status of 5S activities. After that Mr Asif Saad gave his speech and appreciated the efforts of all those employees who took different initiatives and explained the § significance of all those initiatives for the progress of the company.
Thereafter certificates and rewards were distributed to recognize § The achievement of those who qualified different skill levels under Job Qualifying Program (JQP) in September 2013. 6 employees were rewarded for completing different skill blocks. The initiative of those who shared their valuable experience and knowledge with employees, and who contributed to the training of trainee engineers and apprentices under IFRP. 21 employees were rewarded for conducting different training under IFRP. The efforts of those who took proactive approach towards solving work place challenges by logging their suggestions in suggestion and reward system data base. 15 employees were rewarded for raising suggestions in SRS data base. And finally the enthusiasm of the SGT who won best 5S slogan competition.
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Spring 2014 – RECRUITMENT & TRAINING
he IT Department is pleased to confirm that Lotus Domino and Lotus Traveler servers, as well as Domino and Traveler software has been upgraded to the latest version 9.0, in a short span without the loss of any emails. The focal feature is the tab “Discover”, shown below: Within “Discover” information is categorized as: What’s New: customized to users search needs, »» For New Users: encompasses all basic user needs in a structured manner, »» Hints and Tips: helps users efficiently format and organize their mails, »» Quick Links: enables users to apply shortcuts to access their mail, calendar, contacts, to-do lists, etc, besides providing “tip of the day” »» It deeply integrates social and business information to engage expertise, share and gather information, and improve decisions. Other advantages of the upgrade for users include: »» Domino server is now powered by 64-bit technology thereby increasing its processing speed,
Recruitment & Training
Suggestion and Reward System
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Spring 2014 – RECRUITMENT & TRAINING
14
mprovement begins with the admission that every organization has problems, which provide opportunities for change. With the belief that the culture of continual aligned small improvements and standardization could yield large results in the form of compound productivity improvement ,Suggestion and Reward system was launched on 6 December 2013. The SRS database was developed with the support of IT so that employees can easily log their suggestions in the database. SRS revolves around continuous improvement involving manufacturing and
By Ayesha Moin
operations functions at LCPL Plant site. The purpose of launching SRS database is to provide the platform to the individuals or crossfunctional teams that encourage innovation and break the walls to make room for productive improvements. The essence of SRS is that the people that perform a certain task are the most knowledgeable about that task; consequently, by involving them and showing confidence in their capabilities, ownership of the process is raised to its highest level. As the idea is to nurture Company’s human resources as much as it is to praise and encourage innovation, reward money is given to an idea initiator based on defined scoring system. The reward receiver can be individual, small group, or the reward money can also be donated for CSR purpose. Till to date 357 suggestions have been logged in SRS data base from LCPL employees ranging from those that develops solutions for problems, to implementing a predetermined plan for change, to stream lining paper flow of work etc. One of the suggestion that resulted in significant saving of 40 Million rupees per year was combined effort of production and technical department to reduce caustic and HCL consumption for demin train regeneration. Mr. Rehan Siraj and Mr. Mudassir Sharif were rewarded for their splendid efforts for such an achievement. Through SRS we try to define a focus with clear and measurable improvement goals that will surely result in improved quality & productivity, better safety , lower costs, high employees morale and job satisfaction.
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Internal Faculty Recognition Program (IFRP) I
nternal faculty recognition program (IFRP) was launched in August 2013 by the sustainability department that aims to recognize the importance of training for LCPL employees and motivates information exchange between employees. As IFRP promote learning from the fellow LCPL employees so the program is not about knowledge for the sake of knowledge, but rather knowledge according to the needs, applicable knowledge, knowledge to create innovation and competitive advantage. All LCPL employees can participate in this program. All types of training are covered under IFRP that is behavioral HR training, HSE training, technical training, training of trainee engineers and training of apprentices. Cost benefits of utilizing our own employees for training purpose can also be in no way over looked. Another important initiative unBy Asad der IFRP is the training of apprentices which is now being conducted Ahmed Khan by our in house faculty members. The following courses have been conducted up till now under IFRP. »» Two days training session on “API-510- Pressure vessel inspection” by Syed Ahsun Bukhari on 2nd and 3rd April’2014 »» Two hour training session on “ Team work skills” by Nadeem bhatti on 20th March’2014 »» One day training session on “HSE awareness” by Aali Moazam on 25th Feb’2014 »» Two hour training session on “Key performance indicators” by Arif Hussain on 20th Dec’2013 »» Two days training session on “ Accident Prevention, investigation and reporting” by Rehan Siraj on 17th and 18th Dec’2013 »» Two hours training session on “ Learn the art of presenting” by Syed Sajjad Ahmed on 29th October ‘2013 »» One day training session on “Condition based maintenance” by Syed Sajjad Ahmed on 22nd October’2013 »» In the reward distribution ceremony on 22nd Jan’2014 reward money and certificates were also distributed based on the defined criteria to the employees who conducted training under IFRP.
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LOTTE Pakistan Faculty Development Program
L
otte chemical Pakistan has always encouraged developing a learning culture at the organization where employees continually share their learning with their colleagues. Lotte chemical Pakistan Faculty Development program is one of the platforms for creating this learning culture. following training sessions had been conducted by the volunteers.
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By Arif Raza
Exit Interview & PRR As part of HR Systems awareness, Mr. Arif Raza Manager HR & Training conducted a brief session on “Exit Interview & Progress Review Report Systems” at plant. This session addressed how to process Exit Interviews & Progress Review Reports through database.
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Recruitment & Training
Dawood University visits LCPL
Fresh Engineers joins LCPL
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otte Chemical Pakistan Ltd strongly believes in developing Human resources and Trainee Engineer Scheme is the perfect example of our belief. Under this scheme group of 35 students of Environment & Enfresh graduates are hired ergy Engineering department from Dawood from reputable engineering University of Engineering & Technology (DUET), universities and are given along with faculty staff visited our plant site to hands on professional expeunderstand the HSE Management system as a rience in the industry. After part of their industrial orientation program. completion of this extensive Briefing sessions were arranged for the stuand rigorous training prodents at the Technical Training Center on HSE gram, these trainee engiManagement & Fire Fighting Systems at LCPL. neers, subject to vacancies, Shuaib Iqbal, Assistant Manager HSE delivered a are absorbed within the orpresentation on HSE Management System of the ganization. organization. The Plant tour was conducted We organized two by Rehan Siraj, Plant Manager-Utilities. road shows at NED Visiting students took keen interest in By Zia ur University of Engineering the plant visit and presentation to gain Rehman & Technology, and PNECmaximum knowledge about company NUST, Karachi to hire fresh Health, Safety & Environment culture. Mechanical and Electrical enThe faculty staff appreciated the excelgineers. A presentation on LCPL lent HSE performance records of the company. was given to about 300 engineers Such tours are an essential part of the acawho had participated in the writdemic process and help students acquaint ten tests. Based on written tests themselves with engineering activities, design performance, 42 candidates were parameters, characteristics of equipment and shortlisted for first interview. 9 manufacturing process in plants like LCPL. engineers were selected for 2nd in-
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TPM Model Activity for Seniors
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PM model activities are carried out in the initial phase by teams on any one equipment of the block to ensure enhanced understanding about TPM implementation activities. The key to the establishment and development of the basic TPM is ensuring the support of TPM priorities and activities by the top management who drive it forward. The most important point is how well the top and middle managers recognize the necessity for and future value of TPM activities. With this thought TPM model activity for seniors started on 22nd January’2014 on G1-512 A/B at Oxidation By Asad Plant. A 15 member team of seniors led by SMH Ahmed Khan comprised of the Departmental heads and section heads of manufacturing function along with Mr Eun Pyo Hong spent 2 hours on G1-512 A/B shining activity. Mr Asif Saad and Mohammad Wasim also joined the senior team and actively participated in the model activity. The major impact of TPM model activity for seniors is that employees down the line are feeling more motivated by observing the seniors performing TPM activities in the area with full enthusiasm.
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terview. The Trainee Engineer jobs were offered to 4 candidates, who joined the Company 3 March 2014. Ali Ahmed Khan
Mechanical
Bassam Asghar
Electrical
Samina Badruddin Barwani
Electrical
Muhammad Ahmed Ullah
Electrical
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New Employees & Trainee Engineers with Human Resource Team at Arena Club
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he Human Resource function arranged a get-together at Arena Club, Karachi 26 March 2014. All new employees who were recently recruited and Trainee Engineers were invited. In total 23 employees attended this event. The Human Resource team had general discussion with employees and asked them to share their feedback after joining Lotte Chemical Pakistan. The atmosphere was very open and friendly where everyone shared their feedback on various topics. After a healthy discussion, lunch was served followed by some leisure activities like bowling and By Arif Raza ice skating.
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Spring 2014 – RECRUITMENT & TRAINING
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Recruitment & Training
By Arif Raza
Training events at LCPL Building Beautiful Minds
Spring 2014 – RECRUITMENT & TRAINING
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The need to develop indigenous beautiful minds that would enable us to facilitate our success in life and hereafter cannot be forsaken. Based on the ideology, the program “Building Beautiful Minds” was organized in collaboration with PSTD. It enabled participants to become an agent of change by helping them dream the possibilities and then making contributions towards making a difference.
Problem Solving & Decision Making The ability to effectively solve problems and take timely decisions is a key competency required at all levels in almost every organization. This highly interactive and immensely engaging workshop equipped the participants with the tools and techniques to effectively accomplish both as individuals and in teams.
The Power of Positive Attitude: To foster a Company’s learning culture and to provide more value added contributions towards employee development, a learning session on “The Power Of Positive Attitude” was organized where, Saadi Insha, renowned motivational speaker shared his knowledge and expertise in this session.
Personal Excellence The Personal Excellence program aimed at providing an opportunity for
participants to establish the existential gravity and maturity, which is so essential in leading others. The trainer Fakhir Shah unveiled the key elements of personal excellence which are necessary for success both in terms of the leadership of people and personal fulfillment at Marriott Hotel.
Introduction to Management The capacity building three days program created an impactful and transformational experience for high potential executives at Marriott Hotel. Nasser Aziz developed participant’s Management skills with greater focus on personal effectiveness, initiative, solution-finding and problem solving capabilities necessary to excel at a higher Career level.
Objective Setting & Performance Appraisal Performance Management is the single most important process which contributes to the effective management of individuals & teams in an organization. It also helps employees to keep continuous focus on their objectives and prove themselves for further advancement & responsibilities. In order to create its awareness and understanding of appraisal system new joiners had attended the session. The session was organized in collaboration with PSTD and conducted by Mr. Iftikhar Ahmed.
Teamwork Skills Synchronization is a powerful thought that shifts individual’s paradigm of self achievements into team victory. It changes the center of influence of one’s perception, objectives and efforts and develop him as an efficient and contributing ring for the whole organization. Learning session on “Teamwork Skills” was organized and was conducted by Ms. Rubina Jamal.
Full Steam Ahead HR is continually trying to provide market best training opportunities to its employees to equip them with best concepts. This training covers topics such as out of box thinking, lateral thinking, innovation and synergy. Bringing forward this objective, two different sessions on “Full Steam Ahead” was organized for Production department at The Royal Rodale Club. The session was conducted by Sohail Zindani, a compelling and sought-after motivational speaker and facilitator. Full Steam Ahead was a powerful positive self motivation and team synergy event that has been designed to change the mindset in achieving ultimate desired results. The program provided the participant an avenue to discover individual strengths. The participants also took part in fun filled activities that challenged both their body and mind.
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Clockwise from the right: Training program on ‘Personal Excellence’; ‘Introduction to Management’ training; project team from ‘Full Steam Ahead’; and ‘The Power of the Positive Attitude’ team
Recruitment & Training
All about Learning – TNA Meetings M
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Long Service Awards C
ongratulations to recipients of Long Service Awards and wishing them a long prosperous association with the Company.
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Waseem Siddiqui
Assistant Manager Shares, completed 15 years of service in March -2014
Javed Ali
Sub Engineer Process - II, completed 10 years of service in February-2014
Welcome Aboard!
W
e heartily extend a very warm welcome to managers as part of the LCPL family and wish them an enjoyable and productive stay with the Company.
Farhan Raza, BE (Mechanical Engineering), NED University of Engineering & Technology, Karachi, joined as Project Engineering Manager, with effect from 10 February 2014.
Ali Ahmed Khan, BE (Mechanical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Muhammad Ahmed Ullah, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Bassam Asghar, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
Muhammad Irfan, BE (Chemical Engineering), Mehran University of Engineering & Technology, Jamshoro, joined as Shift Manager with effect from 22 January 2014.
Fahd Bin Riasat, BE (Mechanical Engineering), National University of Sciences & Technology, Karachi, rejoined as Project Engineering Manager, with effect from 3 March 2014.
Samina Badruddin Barwani, BE (Electrical Engineering), NED University of Engineering & Technology, Karachi, joined as Trainee Engineer, with effect from 3 March 2014.
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Spring 2014 – RECRUITMENT & TRAINING
arch is the month that can be marked as “Trainings time to different training needs. HR started off the meeting with a presentation that highneeds assessment (TNA)” month in the LCPL calendar. This year TNA Meeting was a collaborative event by HR, Sus- lighted their performance & what role Training department played in actualizing 2013 learning needs. It was then foltainability & HSE Departments and eventually led to a series lowed by TNA Discussions where every employees of TNA meetings with all functions (Commercial, Technineeds were critically assessed. Moving forward the cal, Finance & IT, HSE, Sustainability, HR & Admin) in attending departments also shared their views and different days and time slots. Wiithout the right skills By Shazia ideas pertaineing to the and targeted investment Siddiqui training process. Technical in learning and develop& HSE TNA was also done ment, an organization canseparately in detail for each not compete successfully, employee. Core DevelopTraining departments were ment Plan for Engineers made sure to conduct a (CDPE) developed by TTC carefully designed training was also shared with all needs analysis. participants. CDPE is a 5 The major segment of year mandatory training the Assessment process plan for new engineers in was done on 25 March manufacturing section. 2014. Over 8 represenWith the objective to tatives from Behavioral, provide and discuss Technical & HSE Training best learning & developdepartments led the Meetment opportunities and ing at Arabian Sea Country a chance to interact with Club to assess Engineering different departments, & Production Function departicipants enjoyed the velopment needs. Separate time to ponder the entire TNA sessions were held learning concept & methat the same venue for HR odologies that prevail at and Technical & HSE trainLCPL.. ing this year to give proper
Engagement
Orange Competition Grand Tool Box Talk
H
R & Admin Department decided to hold a fun event on 1 Jan 1 2014 to welcome New Year. The staff members were invited to enjoy oranges (Kino). The event turned out to be a popular one as large numbers of staff members attended. Orange eating and peeling competitions were arranged where people joyfully participated.
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Spring 2014 – Engagement
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he Administration department made a special effort introducing Grand Tool Box Talks for relevant contractors’ staff covering the general safety guidelines. These sessions will provide awareness for a diversity of workplace safety and health topics and provide an opportunity for contractors’ staff to take part in activities and trainings that help, develop and enrich their knowledge and skills. We strictly follow Safety First motto which extends beyond our workplace to all who are impacted by our actions. A session was conducted on Feb 28’2013 in which all Admin contractors’ staff participated. Contracts Managers have explained about workplace and outside safety issue. Various Urdu written handouts were distributed amongst the participants for their better understanding.
By S. Hameed Hussain Shah
Garden Party A
n exclusive event was arranged by the Administration in February. Participants were gathered in AAM Block garden where Mrs. Rahat Haq briefed about various activities being carried out for green culture in LCPL. She has also shared our future plan. All participants along with Chief Executive took a round of garden where he emphasized on improving existing garden
by increasing plantation and introducing proper management practices. Our aim is to develop organic fruits and vegetables and minimize the adverse impacts on the environments. Join us to embrace the green culture to address the threats of global warming and climate change.
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H e a lt h
‘Polio’ – WHO Recommendations P
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Recruitment & Training
Solutions to the puzzles on page 20
Trainings Programs by Volunteers: Key Performance Indicators
K
DOWN: 2 roofer. 3 muted. 4 Tonbridge. 5 repress. 6 smelt. 7 inspector. 8 murderer. 13 monastery. 14 hang about. 15 foursome. 17 topless. 18 bitter. 20 stain. 22 troll. ACROSS: 1 prompter. 6 stigma. 9 soften. 10 pleasure. 11 gendarme. 12 tiered. 13 mad as a hatter. 16 countertenor. 19 crisis. 21 plantain. 23 moderate. 24 Oporto. 25 Kenyan. 26 settlers.
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CRYPTOGRAM: Mistakes are, after all, the foundations of truth, and if a man does not know what a thing is, it is at least an increase in knowledge if he knows what it is not.
ey Performance Indicator, a conducted an hour session on type of Performance Mea- “Key Performance Indicator” on surement is critical for evaluating 20 December 2013 at City Office. The session provided the paran organization’s success. ticipants an avenue to unMore and more comderstand what is important panies are learning to By Syed Arif to organization, various identify the right KPI Hussain methods to assess the key that relies upon a good activities and their links to understanding of what is the selection of indicators. important to the organization. IT Analyst, Syed Arif Hussain
19
Spring 2014 – Health
oliomyelitis (polio) is a highly infectious viral disThe Director-General has made a number of Temporary ease, which mainly affects young children. The Recommendations to address the PHEIC. virus is transmitted through contaminated food and By Dr. Firoze R. Patel water, and multiplies in the intestine, from where Recommendations it can invade the nervous system. Many infected people have no symptoms, but do excrete the virus in Pakistan, Cameroon, and the Syrian Arab Republic their faeces, hence transmitting infection to others. pose the greatest risk of further wild poliovirus exportations in 2014. These States should: officially declare, if not already done, at the level of head of Polio and its symptoms state or government, that the interruption of poliovirus transmission is a national public health emergency; Polio is a highly infectious disease caused by a virus. It inensure that all residents and long-term visitors (i.e. > 4 vades the nervous system, and can cause total paralysis in a weeks) receive a dose of OPV i.e. Oral Polio Vaccine or inmatter of hours. The virus enters the body through the mouth activated poliovirus vaccine (IPV) between 4 weeks and 12 and multiplies in the intestine. Initial symptoms are fever, famonths prior to international travel; tigue, headache, vomiting, stiffness in the neck and pain in ensure that those undertaking urgent travel (i.e. within 4 the limbs. One in 200 infections leads to irreversible paralysis weeks), who have not received a dose of OPV or IPV in the pre(usually in the legs). Among those paralysed, 5% to 10% die vious 4 weeks to 12 months, receive a dose of polio vaccine at when their breathing muscles become immobilized. least by the time of departure as this will still provide benefit, People most at risk particularly for frequent travellers; Polio mainly affects children under 5 years of age. ensure that such travellers are provided with an International Certificate of Vaccination or Prophylaxis in the form Prevention specified in Annex 6 of the International Health Regulations (2005) to record their polio vaccination and serve as proof of There is no cure for polio, it can only be prevented. Polio vaccination; vaccine, given multiple times, can protect a child for life. maintain these measures until the following criteria have The Director-General of the World Health Organization been met: (i) at least 6 months have passed without new ex(WHO) declared the international spread of wild poliovirus portations and (ii) there is documentation of full application of (WPV) a public health emergency of international concern high quality eradication activities in all infected and high risk (PHEIC) On 5 May 2014. The declaration followed advice areas; in the absence of such documentation these measures given by an Emergency Committee under the International should be maintained until at least 12 months have passed Health Regulations (IHR) that was convened to assess whethwithout new exportations. er the international spread of polio in 2014 during what is normally the ‘low’ season for poliovirus transmission is a PHEIC. Reference: WHO Global Polio Eradication Initiative. With the ‘high’ season for poliovirus transmission stretching from May to November/December, a coordinated international effort is needed to address this extraordinary event.
Leisure
Quotable Quotes “Be undeniably good. No marketing effort or social media buzzword can be a substitute for that.” —Anthony Volodkin, Hype Machine founder
“The most dangerous poison is the feeling of achievement. The antidote is to every evening think what can be done better tomorrow.” —Ingvar Kamprad, IKEA founder
“If you can’t feed a team with two pizzas, it’s too large.” —Jeff Bezos, Amazon founder and CEO
“The way to get started is to quit talking and begin doing.” —Walt Disney, Disney founder
20
“You don’t learn to walk by following rules. You learn by doing and falling over.”
“I never took a day off in my twenties. Not one.” —Bill Gates, Microsoft co-founder
Spring 2014 – Leisure
—Richard Branson, Virgin Group founder
Challenging Sudoku! Cryptic Crossword
Symbols to use: 123456789ABC
ACROSS
DOWN
1. He helps those lost for words (8) 6. Letter from Europe takes time to reach Mark (6) 9. Society leader frequently shows temper (6) 10. Request certain to provide delight (8) 11. Nice policeman? (8) 12. Fatigued when restricting Ecstasy in ranks (6) 13. Mother, awfully sad at heart, is absolutely crazy (3,2,1,6) 16. Singer is against note being heard (7-5) 19. Credit given to goddess in difficult time (6) 21. Bloomer left social worker in agony (8) 23. Control price of fashion? (8) 24. Left in centre of spooky Portuguese city (6) 25. Yankee almost upset North African (6) 26. They pay for colonisers (8)
2. Tradesman ho spends a day on the tiles? (6) 3. Subdued slander about Lawrence (5) 4. Not up to game in Kentish Town (9) 5. Restrain salesman on ship (7) 6. Caught a whiff of fish (5) 7. Edited one script for Morse? (9) 8. Concerning racehorse, raised Cain perhaps (8) 13. Brothers are kept in order here (9) 14. Stay to suspend a fight (4,5) 15. Two pairs make ’em we’re told (8) 17. Put the French in elevated spot offering view of Bristol (7) 18. Very cold beer (6) 20. Blemish isn’t a problem (5) 22. Ring about right nuisance on the internet (5)
Answers on page 19
Cryptograms Cryptograms are simple-substitution ciphers where every letter of the alphabet has been switched. Your task is to use pattern recognition and your grammar and vocabulary abilities to decipher the hidden quotes. Hint: start with the 1, 2 and 3 letter words, and remember that the most common letters in the English language are E-T-A-I-ON, in roughly that order. Good luck!
CU W X P EZ W
PLZ,
P BX Z L
P T T,
XG Z
BQDF Y P X U QF W QB X L DXG , P F Y U B P CP F YQZ W F QX EF QJ JGP X P XG U F R U W, U X U W P X TZ P W X P F U F H L Z P WZ U F EF QJTZ Y R Z U B GZ EF QJW J G P X U X U W F QX . – Carl Jung
لوٹ کیمیکل پاکستان کے 16ویں ساالنہ جرنل میٹنگ لوٹ کیمیکل پاکستان کی 16ویں ساالنہ جرنل میٹنگ 26مارچ 2014کو بیچ لگژری ہوٹل کراچی میں 31دسمرب 2013کو ختم ہونے والے سال کے لیے کے لیے ساالنہ حسابات کی منظوری اور دیگر عام اور خاص امور کے لیے منعقد کی گئی۔ حصہ داران کو کمپنی کی ساالنہ کارکردگی کے متعلق بتایا گیا اور یہ بتایا گیا کہ انتظامیہ آئیندہ آنے والے چیلنجز سے منٹنے کے لیے کیا
سوچ رہی ہے۔ حصہ داران نے لوٹ کیمیکل کے مستقبل کے منصوبوں میں گہری دلچسپی کا اظہار کیا۔ حصہ داران نے لوٹ کیمیکل پاکستان کی انتظامی ٹیم کی کوششوں اور لوٹ گروپ کی اس ملک میں ایک رسمایہ کار کے طور پر دلچسپی کو رساہا۔
از :زین تالپور
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لوٹپاکستانفیکلٹیڈیویلپمنٹپروگرام لوٹ کیمیکل پاکستان نے اپنے ادارے میں سیکھنے کا ایک ماحول بنانے کی ہمیشہ حوصلہ افزائی کی ہے جہاں پر مالزمین اپنی سیکھی ہوئی چیزوں کا اپنے ساتھی کارکنان سے اشرتاک کرتے ہیں۔ لوٹ کیمیکل پاکستان کا فیکلٹی ڈیویلپمنٹ پروگرام سیکھنے کی اس فضا کو بنانے کے لیے ایسا ہی ایک پلیٹ فارم ہے۔ لوگوں نے رضاکارانہ طور پر مندرجہ ذیل تربیتی نشستیں منعقد کی ہیں:
رضاکارانہتربیتیپروگرامز:کی پرفارمنسانڈیکیٹرز(کارکردگیکے بنیادیمظاہر)
از سید عارف حسین
کی پرفارمنس انڈیکیٹر جو کہ کارکردگی کی پیامئیش کی ایک قسم ہے ،کسی ادارے کی کامیابی کا اندازہ کرنے میں ایک انتہائی اہم حیثییت کا حامل ہے۔ زیادہ سے زیادہ کمپنیاں ایسے درست کے پی آئی کا تعین کرنا سیکھ رہی جس کا انحصار اس بات کو اچھی طرح سے سمجھنے پر ہو کہ ادارے کے لیے کیا چیز اہمیت کی حامل ہے۔ آئی ٹی اینالسٹ سید عارف حسین نے سٹی آفس 20دسمرب 2013کو”کی پرفارمنس انڈیکیٹر” پر ایک گھنٹے کی ایک نشست منعقد کی۔ اس نشست میں رشکاء کو یہ سمجھنے کا ایک موقع مال کہ ادارے کے لیے کیا چیز اہم ہے اور ساتھ ہی اہم رسگرمیوں کی جانچ کرنے کے مختفف طریقوں اور مختلف مظاہر (کارکردگی کے) کے ساتھ ان کے تعلق کو
سمجھنے کا موقع مال۔
ایگزٹانٹرویو(مالزمت چھوڑنے والے مالزم کے لیے سوالنامہ) و آر پی
از :عارف رضا
آر از عارف رضا ایچ آر سسٹمز سے آگاہی کے سلسلے میں مینیجر ایچ آر اینڈ ٹریننگ مسٹر عارف رضا نے پالنٹ میں “ایگزٹ انٹرویو اور ریویو رپورٹ سسٹمز پرایک مخترص نشست منعقد کی۔ اس نشست میں ایگزٹ انٹرویوز اور ریویو رپورٹ سسٹمز پر ڈیٹا بیس کے ذریعے کاروائی کرنے کے متعلق بات کی گئی۔
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کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کا دورہ کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کے ایک وفد نے ایل سی پی ایل کے پالنٹ کی عامرت کا دورہ کیا۔ یہ وفد کورین از :اسد اللہ چغتائی معارشے کے منائیندہ افراد پر مشتمل تھا اس دورے کا مقصد خیر سگالی کی بنیاد اور اس کی رسبراہی پاکستان میں سابقہ ڈالنا اور دو دوست ملکوں کے درمیان بہرت سفیر جناب او جے ہی کر رہے تھے اور ان کے مفاہمت اور تعلقات کو فروغ دینا تھا۔ ہمراہ کراچی میں کوریا کے کونسل جرنل بھی تھے۔
وفد کے ارکان کی آمد پر ان کو پالنٹ کے متعلق بتایا گیا اور اس کے بعد ان کو پالنٹ کا دورہ کرایا گیا۔ انہوں نے ایچ ایس ای کے معیار اور اس سٹیٹ آف دی آرٹ پالنٹ کو چالنے میں عملے کی پیشہ ورانہ مہارت کی بہت تعریف کی۔
a
22
5Sکے پہلے بالک کا مقابلہ اس سے بس رصف یہ مراد ہے کہ اگر آپ کو اپنی مالزمت کی رضورت ہے تو آپ کو اس کے لیے کیا کرنے کی رضورت ہے؛ نہ اس سے زیادہ نہ کم
کی رسگرمیوں کو بروئے کار النے کے لیے ہفتے میں پوری تندہی سے 2گھنٹے رصف کرتی تھی۔ باقاعدہ ہفتہ وار میٹنگز بھی منعقد ہوتی تھی جن میں ٹیمیں مسائل پر گفتگو کرنے کے عالوہ S5کے مزید مواقع کی نشان دہی بھی کی جاتی۔
ایک خود سے چلنے واال نظام بنانے کے لیے جو کہ کام کے ایک صاف ستھرے اور مؤثر ماحول کو برقرار رکھ سکے ایل سی پی ایل کے پالنٹ کی پالنٹ والوں کے سوچنے کے انداز میں واضح طور پر بہرتی دیکھی گئی عامرت میں 26نومرب 2013کو 5Sکی رسگرمیوں کا آغاز کیا گیا تھا۔ جناب آصف سعد اور جناب محمد وسیم نے S5کی رسگرمیوں میں از :عائشہ معین ہے۔ پہال بالک مکمل ہو گیا ہے اور پہلے بالک کے مکمل ہونے کے بعد ایس جی ٹیز نے کل 559مسائل کی نشان دہی کی جن میں سے حصہ لیا۔ پروڈکشن ،ٹیکنیکل اور انجینرئنگ کے شعبوں کے مالزمیں 214کو ایس جی ٹیز نے خود ہی حل کر لیا۔ متام ممربان (پروڈکشن، میں سے مخترص گروپ ٹیمیں بنائی گئیں۔ متام پالنٹ کو 49بالکس انجینرئنگ اور ٹیکنیکل) نے ٹیم ورک کی اچھی صالحییتوں کا مظاہرہ کیا۔ میں تقسیم کر دیا گیا ہے اور پروڈکشن اور ورکشاپ کی ٹیموں میں سے ہر ٹیم کو 5اور لیبارٹری کی ٹیموں میں سے ہر ٹیم کو 2بالکس تفویض کیے ایس جی ٹی کے ممربان کو پالنٹ کے مختلف حصوں کے بارے میں آگاہی بھی حاصل ہوئی جس سے ان کے علم میں اضافہ ہوا۔ S5چونکہ ایک مسلسل سفر گئے ہیں۔ ہے لہذا امید کی جاتی ہے کہ ایس جی ٹیز والے اپنے کام کی جگہ میں مستقل پیش رفت پر نظر رکھنے اور ایس جی ٹیز بالک سے متعلق معلومات کی بنیادوں پر بہرتی التے رہیں گے۔ منائیش کے لے S5ایکٹویٹی بورڈز بنائے گئے۔ ہر ٹیم متعلقہ عالقے میں S5 a
لوٹ کیمیکل کے نئے سی ای او کے طور پر جناب یونگ نیون کی تقرری
جناب آصف سعد کی لوٹ کیمیکل سے 31اپریل 2014کو قبل از وقت ریٹائرمنٹ کے نتیجے میں جناب یونگ نیون کم کو لوٹ پاکستان کا چیف ایگزیکٹو مقرر کیا گیا ہے۔
ہم جناب یونگ نیون کم کو ان کی از :عنربین ملک تقرری پر مبارک باد پیش کرنے ہیں اور ان کے لیے نیک متناؤں کا اظہار کرتے ہیں۔ a
تقریبتقسیمانعامات 23
سسٹین ایبیلیٹی ڈیپارٹمنٹ نے 22جنوری 2014کو ایک شاندار تقریب تقسیم انعامات منعقد کی۔ اس تقریب میں کل 24مالزمین کو جاب کوالیفائینگ پروگرام (جے کیو پی) ،انٹرنل فیکلٹی ریکیگنیشن پروگرام (آئی ایف آر پی)، سجیشن اینڈ ریوارڈ سسٹم (ایس آر ایس) ،اور بہرتین S5سلوگن کے تحت اسناد اور انعامات سے نوازا گیا جناب آصف سعد نے بطور مہامن خصوصی جناب محمد وسیم اور جناب یون پایو ہانگ کے ہمراہ اس تقریب کو رونق بخشی۔ اس تقریب کا مقصد ان متام مالزمیں کی کوششوں کو رساہنا تھا جنہوں نے مختلف سطحوں پر ترغیب کو فروغ دینے میں پیش قدمی کی۔
ان لوگوں کی کامیابی جنہوں نے جاب کوالیفائینگ پروگرام (جے • کیو پی) کے تحت ستمرب 2013میں مختلف سطح کی مہارتیں حاصل کیں۔ 6 مالزمین کو مختلف مہارتوں کے حاصل کرنے پر انعامات سے نوازا گیا۔
ان لوگوں کی پیش قدمی جنہوں نے اپنے قیمتی تجربات اور علم • کو دورسے مالزمین تک پہنچایا اور جنہوں نے آئی ایف آر پی کے تحت زیر تربیت انجینیرئز اور نو آموز کاریگروں کی تربیت کی۔ آئی ایف آر پی کے تحت مختلف قسم کی تربیت فراہم کرنے پر 12مالزمین کو انعامات دیے گئے۔ تقریب کا آغاز جناب قمر عامل کے استقبالیہ سے ہوا جس میں انہوں از :عائشہ معین • ان لوگوں کی کوششیں جنہوں نے کام کی جگہ میں پیش آنے نے معزز مہامنوں ،انعام یافتگان اور دورسے مالزمین کو خوش آمدید والی مشکالت کو حل کرنے کے لیے سجیشن اینڈ ریوارڈ سسٹم میں کہا اور اس تقریب کے مقصد کے ساتھ ساتھ S5کی رسگرمیوں کی اپنی تجاویز درج کر کے پیش قدمی دکھائی۔ ایس آر ایس ڈیٹا بیس میں صورت حال کے بارے میں بتایا۔ اس کے بعد جناب آصف سعد نے تقریر تجاویز بیان کرنے پر 15مالزمین کو انعامات دیے گئے۔ کرتے ہوئے ان متام مالزمین کی کوششوں کو رساہا جنہوں نے مختلف انداز سے پیش قدمی کی تھا اور کمپنی کی ترقی کے لیے ان کی ان کی کوششوں کی اور آخر میں ایس جی ٹی کا جوش و خروش جنہوں نے بہرتین S5 • اہمیت کو اجاگر کیا۔ سلوگن کا مقابلہ جیتا۔ اس کے بعد اسناد اور انعامات تقسیم کیے گئے جن کا مقصد ان چیزوں کو a رساہنا تھا
کور سٹوری
تھر کا قحط
پہلے صفحہ سےجاری
ایک ہے جہاں پر تقریباً ۱۳الکھ لوگ رہتے ہیں۔ معمول سے ۴۰ فیصد کم بارشوں کی وجہ سے مقامی لوگوں کے ذریعہ معاش پر شدید اثر پڑا ہے۔ اخباری خربوں کے مطابق لگ بھگ ۱۸۰ لوگ جن میں سے زیادہ تعداد بچوں کی ہے ،غذا کی قلت کی وجہ سے جان سے ہاتھ دھو بیٹھے ہیں۔ ضلعے میں ان سنگین حاالت کو ذہن میں رکھتے ہوئے ایل سی پی ایل کے منائیندگان جن میں راجہ وحید (کارپوریٹ ایچ آر مینیجر) ،اسداللہ چغتائی (سیکیورٹی مینیجر) ،رضوان احمد (آئی آر ۔۔۔) اور زین تالپور (کمیونیکیشنز مینیجر) نے ضلع عمر کوٹ کے سات گھنٹے کے سفر (کراچی سے ۴۰۰کلومیٹر) کا آغاز کیا جہاں حکومت سندھ نے ۲۵دیہات کو ‘آفت زدہ’ قرار دیا تھا۔ عمر کوٹ میں رات گزارنے کے بعد ایل سی پی ایل کے منائیندگان نے رامرس مہنگھوار ،تانے جی تھر ،روہرارو ،رام ہر، وکلوکر ،دابی سمہ ،کپلور اور اٹاڈی کے دیہات تک امدادی سازوسامان کے ساتھ سفر کیا۔ ایل سی پی ایل کے منائیندگان نے نہ رصف اپنے ہاتھوں سے ام��دادی سامان تقسیم کیا بلکہ متاثرین کی رضوری��ات اور مسائل کو سمجھنے کے لیے ان کے ساتھ وقت بھی گزارا۔ لوٹ کیمیکل نے ۸دیہات میں ۷۰۰قحط زدہ خاندانوں تک امدادی سامان پہنچایا۔
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Life @ Lotte Chemical is a corporate newsletter intended for employees and partners of Lotte Chemical Pakistan
Spring 2014
کور سٹوری
تھر کا قحط
لوٹ کیمیکل پاکستان (ایل سی پی ایل) نے رضورت کے وقت ہمیشہ آگے بڑھ کر پاکستان کے لوگوں کی مدد کی ہے۔ ۱۱/۲۰۱۰میں ہامری از :زین تالپور طرف سے سیالب زدگان کی امداد کے بعد ایل سی پی ایل نے سندھ کے
عالقے تھرپارکر کے قحط زدگان کے لیے بھی امداد کا ہاتھ بڑھایا۔ تھرپارکر کا صحرائی عالقہ ملک کے غریب ترین اظالع میں سے اگلے صفحہ پرجاری
تقریب تقسیم انعامات
۳۲
5Sکے پہلے بالک کا مقابلہ
۲۱
کوریا-پاکستان فرینڈ شپ ایسوسی ایشن کا دورہ
۲۲
لوٹ کیمیکل پاکستان کے 16ویں ساالنہ جرنل میٹنگ
۲۱
لوٹ کیمیکل کے نئے سی ای او کے طور پر جناب یونگ نیون کی تقرری
۳۲
لوٹ پاکستان فیکلٹی ڈیویلپمنٹ پروگرام
۲۲
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