ZPEC EGYPT May 2018
GROUND WATER WELLS Speaking the Same Language
QHSE English Abbreviation Index Published by ZPEC-EGYPT Company- QHSE Department
Company Organization Mr.Li Wei General Manager
Mr.Zhong Xue Lang Technical Manager
Eng.Aiman Shaban QHSE Manager
What is ZPEC- EGYPT? Monthly Magazine Issued by Safety Department Covering all ZPEC Company Achieves and Works During Every Month in order to Highlights and Illustrates all ZPEC Egypt Branch Success.
Mr.Andy Zhang Marketing Manager
Eng.Abumesalam Mohamed Operation Manager
Eng.Mohamed Gad Public Relation Manager
Eng.Islam Yakan Marketing Assistant
Mr.Mohamed Salah Mohamed Procurement Assistant
Mr.Zhu Mengxing Finance Manager
Mr.Wang Yang HR Manager
Mr.Sayed Shetawy HR Generalist
Principal Office 17D, 16 villa, Horeya Street, First Settlement, New Cairo, Cairo, Egypt Mobile: +2 010 91808674 Email: firstname.lastname@example.org / email@example.com Web site: www.zpec.com / www.zpec.net
OPERATION OPERATION ANUUAL VISIT FOR OPERATION CHINA Operation manager Mr.abumesalam mohamed
I just wanted to say thanks, again, for organizing such a great visit. It was really informative, and there were some great takeaways and strategies I’m excited to implement into my team’s routine. I really want to thank you for acknowledging my work on the new strategy. You put a lot of trust in me to lead that initiative, and it gave me a chance to flex my project management skills. I’m glad it had a positive outcome, and I’m particularly pleased that you saw the value in the work as well, My visit to china was the great chance to know the ability of my company and new challenge to me to joining to one great company like ZPEC just I arrive to china and visit the company I believed what I think before ,I found some coming items in ZPEC company: 1- Vision: A great culture starts with a vision or mission statement. These company’s values and provide it with purpose. That purpose, in turn, orients every decision employees make. When they are deeply authentic and prominently displayed, good vision statements can even help orient customers, suppliers, employees that what I found it clearly in ZPEC company 2- Values: A company’s values are the core of its culture. While a vision articulates a company’s purpose, values offer a set of guidelines on the behaviors and mindsets needed to achieve that vision.so what I found is great and big value for ZPEC company. 3- Practices: Of course, values are of little importance unless they are enshrined in a company’s practices. 4- People: No company can build a coherent culture without people who either share its core values or possess the willingness and ability to embrace those values. That’s why the greatest company like ZPEC have all ways to success 5- Place and equipments,ZPEC company have all ability for the best performance added to place of company is great place and has big and great factory can manufactory every tools in our working . So what I found really in china is great company because it have (Commercial awareness, Communication, Attention to detail, Time management, Academic ability, Research and analysis, Find out more) I am grateful to have such wonderful associates and I am eager to work more often with you in future Thank you once again for your invitation and full support and hope best wishes for you at all.
Eng.Fahmy Abdelhamied Operation Manager
We would like to thank all of the employees of the company for their full support, efforts and good hospitality
Summary 1st day We attended the annual meeting for ZPEC Group and Mr. Abu said speech then take dinner
2nd day We meet chairman, general manager and Mr.li our general manager of ZPEC in Egypt .we discussed how we can improve and enhance our projects in Egypt and strategy of ZPEC Egypt in the future. We visited ZPEC manufacture factory for drilling rigs .we believe that ZPEC have all thing to be the best drilling company in Egypt in water and oil sector. Afternoon we attended the celebration of ZPEC and we enjoyed so much.
3rd and 4th days We visited touristic places in Shanghai . Finally We would thanks office quarter to good hospitality. We would thanks Mr.li to choose us to attend annual meeting We would thanks Mr.Kou and Mr.Andy for helping us and being guide for us. We would thanks ZPEC Egypt team and keep it up to do the double effort to keep moving forward against our competitors to be always ranked NO#1 in EGYPT.
Geo.Mohamed Ell-Shora Mud Engineer
Ground Water Wells "Speaking the Same Language"
A t recent days you’ve heard many advertisements by ground water companies wanting to hire you, so you should be knowing more and more about ground water wells. In this article we will introduce important topics about ground water wells. Firstly you should be known ground water terminology to speak the same language
Aquifer: is the name given to underground soil or rock through which it can bearing ground water and allow ground water to pass through, mainly consist of gravels, Sand, sandstone, or fractured limestone all of these types of materials characterized by good porosity & permeability. Now we can understand that when Rock have a good Porosity and Permeability and contain water it’s called Aquifer while when it’s contain Oil or Gas it’s called Reservoir Rock. Types of Aquifer: • Confined Aquifer “Artesian Aquifer”: An aquifer in which groundwater is confined under pressure that is significantly greater than atmospheric pressure. • Unconfined Aquifer: An aquifer containing water that is not under pressure; the water level in a well is the same as the water table outside the well.
distance between the water level in Hydrostatic head (or confining pressure) is the vertical .pressure (psi) of the aquifer and is expressed in feet or meters of water or the well and the top Hydraulic head is a measurement of the water level or total energy per unit weight above a datum such as sea level .It is commonly measured as water surface elevation in feet or meters.
Static water level is the level to which water will naturally rise in a well without pumping .For flowing artesian wells, the groundwater level or static water level can be expressed as a head (e.g ., artesian head) and reported as a length (feet or meters above ground level) or pressure (pounds per square inch
HYDROLOGIC CYCLE: Continuous process start when rain falls to the ground, some of it flows along the landâ€™s surface to streams or lakes, some becomes available to plants for growth, some evaporates and returns to the atmosphere, and some seeps into the ground. Water seeping down from the land surface from rain, snowmelt irrigation or lake and river leakage adds to the ground water and is called recharge water.
A water well is a hole, shaft, or excavation used for the purpose of extracting ground water from the subsurface. There are two types of ground water wells: st
1 Type: Artesian wells. nd
Type: Flowing Artesian Wells. Type: Water Table Wells.
What’s the difference between Artesian Well, Flowing Artesian Wells and Water Table Wells? Wells
Type of Aquifer
Static Water Level (S.W.L)
Above Top of Aquifer
Above Land Surface
Same Level of Water Table
Water flow Free
Examples Areas in EGYPT
Most common “E.Owinat – Elkharga Oasis – Sinai – Asyut …etc.”
“Elfarafra Oasis – Siwa Oasis”
Note That: All flowing wells are artesian, but not all artesian wells are flowing wells.
Design of Flowing Artesian Well
Drilling of Flowing Artesian Wells Finished in 4 Steps: st
1 Step: Drilling 30 m from 0 m to depth 30 m With Bit size 26”, then installed Casing size 20”. nd
2 Step: Drilling 170 m from depth 30 m to depth 200 m With Bit size 17 ½”, then installed casing size 13 3/8”. rd
3 Step: Drilling 300 or 350 m from depth 200 m to 500 or 550 m With Bit size 12 ¼”, then installed casing size 9 5/8”. th
4 Step: Drilling 250 or 350 m from depth 500 or 550 m to the end of Aquifer 750 or 850 m with bit size 8 ½”, the installed Screen and blank size 6 5/8”,
then clean the well from drilling mud, silt stone or sand stone “Your Well Is Ready To Use”
WELL DEVELOPMENT AND PUMPING TEST After the well screen, well casing, and gravel pack have been installed, the well is developed to clean the borehole and casing of drilling fluid and to properly settle the gravel pack around the well screen. A typical method for well development is to surge or jet water or air in and out of the well screen openings. This procedure may take several days or perhaps longer, depending on the size and depth of the well. A properly developed gravel pack keeps fine sediments out of the well and provides a clean and unrestricted flow path for ground water. Once the well is completed and developed, it is a good practice to conduct an aquifer test (or pump test). Pumping test is about discharging water using an electrical or mechanical submersible pump, this test provides results that are more representative of aquifer characteristics including hydraulic conductivity, transmissivity, and specific capacity. The way this test done is taking measurements of dynamic water level drawdown (Δs) through the pumping well and surrounding observation wells which have the same design of the well (i.e. pumping well) but the diameter is much less. Step test is the common and easiest method to provide certain parameters including the specific capacity, well loss and formation loss. The test shall be performed by progressively increasing the flow rate (Q) in intervals with measuring the drawdown along with time of each step. The pumping test data interpreted by using the Jacobi method by plotting specific drawdown (s/Q) versus flow rate to obtain well loss and formation loss parameters to calculate the specific capacity from the equation
To Be Continued……
Sincerely, We extend our heartfelt condolences to HAJ. Gamal Abdelal, Rig Manager of Rig # 5 ZPEC-EGYPT Company, and ask God Almighty to bless him with mercy and to inspire his family patience and solace.
Man of the Month Hossini Ahmed Driller rig #5
QHSE QHSE English Abbreviation Eng.Aiman Hassan QHSE Manager
Well Completions Eng.Mohamed Sabry Night Pusher
Well Completion Techniques
Cased hole Liner (cemented, slotted or perforated) Openhole Tubingless or slimhole Gravel pack (special case required for control of formation sand)
Comparison of Completions Completion Type Cased Hole
Advantages - Pressure control - Isolation of zones - Control of stimulation - Wellbore Stability - Less expensive than casing entire hole - Pressure and stimulation control (when cemented) - Wellbore stability - Maximum flow area - Minimize damage
- Lower Cost
Disadvantages - More expensive - Limited communication to reservoir - Possible cement damage - Cementing more difficult - No control of flow if not cemented - Slots plugged w/formation - Limited control of stimulation - No control of flow - Limited or no control of stimulation - Hole collapse in weak formations - Limited workover capability due to small hole - Limited stimulation rate - No zone isolation
HUMAN RECOURSES Processes of Employee Resourcing INTRODUCTION
SAYED SHETEWY SENIOR HR GENERALIST
Employee resourcing process is a part of human resourcing management which addresses one of the core areas of human resource practices: recruitment and selection. The greatest and most precious Assets of any organization is its employees and the most successful organizations comprise of a well formulated strategy and better management of human resources. The major role of human resource management is acquiring the employee services, developing their skills motivating them to high levels of performance and ensure that they continue to maintain their commitment to organizational objectives that leads to the implementation of organizational Strategy. Now considering the broad of context of global recession with increasing competition and scarcity, for Modern corporation for operating in its core firms the large scale employment is both a constraint and opportunity, where we can see the birth of strategic human resource management. In order to say employee resourcing process supports strategic human resource management, by considering the facts we can see that the strategic management of human resources is spread in successive layers of organization, which is addressing some fundamental environmental demands starting from hiring the right people for participation, motivating them to achieve organizational objectives. EMPLOYEE RESOURCING PROCESS SUPPORTING STRATEGIC HRM Resourcing is a process which helps management to establish and then change the behavior of employees and increase their competencies too. Strategies of resourcing are basically two: Recruitment: Recruitment is the process by which an applicant is attracted towards the company and where the organization sells itself as an attractive workplace. Selection: Selection is the process in which a candidate is given a job from the pool of applicants, even assessing the applicantâ€™s performance in accordance with the legislation and companiesâ€™ requirements. Selection is different from requirement, where recruitment technically precedes selection. Recruitment involves identifying the sources of manpower and stimulating them to apply for jobs in the organizations. On the other hand, selection is the process choosing best out of recruited. Recruitment aims at increasing the number of applications for increasing the selection ratios. SELECTION PROCESS selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their competence for the job to be filled. Selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment
Firstly, the selection process depends upon the type of personnel to be selected. For example, more info is required for the selection of managerial person when compared with subordinate workers. Secondly, it depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates. For example, in case of advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment the process is shortened The selection process includes all activities related to internal movement of people across positions in departments and as well as hiring. The process should match the available human resources to jobs or positions in the organization. The main strategic concern is Design; Careful attention should be given to Design a selection system that supports the organizational strategy. For example, if a company plans to diversify or is going to change its strategy a careful analysis should be made of the types of people who will be needed to staff the new business or businesses and also parallel analysis should be made of general availability of such person. Even though some Companies say that this type of planning will not yield a sufficient return on their investment of Time and energy, they say that they will go out and hire the appropriate people from the competition, if necessary, when they are needed. Strategic fit is the key to the success of any recruitment and selection activity. Gathering of evidence and information does selection process from a variety of sources, most commonly by interviews, assessment centers, psychometric tests and references. Any selection method must be job related. Generally, there are four stages of selection where these stages are again divided. 1. Short-list from evidence supplied 2. Selection process 3. Assessment of evidence from all sources 4. Validating selection 1. Short-listing Short-listing can be a difficult process if supply far exceeds demand or if the criteria specified for the job are so general that they fail to act as self-selecting filter. In some organizations, shortlisting can be fairly arbitrary but in others an objective assessment against the job description and person specification or competency requirements will take place. 2. Selection It is unusual for one selection method to be used alone. A combination of two or more methods is generally used. A. Application forms Forms were considered to act as a useful preliminary to employment interviews and decisions. This made sorting of applications and short listing easier and enabled interviewers to use the form as the basis for the interview. Generally, these are used as a straight forward way of giving a standard synopsis of applicantâ€™s history. B. Telephone interviewing These can be used if speed is particularly important, and if geographical distance is an issue, as interviews with appropriate candidates can be arranged immediately. CIPD (2006) report that 56% of organizations use this method of selection. Positive aspect is content will be concentrated rather than person. Interviews Various interviews include one-to-one, one-to-two, panel, sequential and behavioral interviews. (these interviews are not discussed in brief as they are discussed in detail in the below 2nd section)
C. Tests The use of tests in employment procedures is surrounded by for and against feelings. Tests can be seen as giving credibility to selection decisions in strategic aspects. Different types of tests include 1. Psychological tests, 2. General intelligence tests, 3. Special attitude tests, 4. Trainability tests, 5. Attainment tests. 6. Aptitude tests, 3. Assessments center’s Assessment center’s is a multi-method strategy for selection and may include interviews and psychometric tests. Assessment centers are developed from the recruitment criteria. For each dimension identified for a particular job role a variety of exercises or tasks are developed to test that dimension. Design of an assessment centre is crucial and needs to be specific to the vacancy being filled and to the organization. 4. Validation of selection procedures The critical information that is important for determining validity is the selection criteria used, the selection process used, and evaluation of individual at the time of selection and current performance of individual. It is useful for validation process if a record is made of the scores that each achieved in each part of the selection process. Test results are easy to quantify and for interview results a simple grading can be used. This includes medical checks and reference checks. Reference check helps to confirm (or deny) the information received from the employee resourcing process (factual check) and/or provide evidence of character or ability (character reference). Factual reference gives an indication of the candidate’s previous experience, his /her suitability and development potential Useful to provide the referee with a job description and ask his/her questions about the candidate’s previous job performance and relate this to the position on offer. Structured telephone reference check is the most beneficial way to obtain the information as people are usually more forthcoming with verbal feedback than written information. If the company does supply a reference it must be accurate. Employee resourcing policy should state clearly whose reference will be used, when in the process they will taken up and what kind of references will be necessary (e.g. from former employers). Objectives of Selection The basic idea in a selection process is to solicit maximum possible information about the candidates to ascertain their suitability for employment. Various steps involved in a selection process. Firstly, the selection process depends upon the type of personnel to be selected. For example, more info is required for the selection of managerial person when compared with subordinate workers. Secondly, it depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates. For example, in case of advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment the process is shortened Rehabilitation of offender’s act The rehabilitation of offenders Act concerns the employment with a criminal record. If a person has been convicted of an offense, provides they have not been re-convicted for a further offense during a specific period. The person (job applicant) is required to disclose it, if asked by an employer. Equal pay act The Equal pay act means that men and women in the same employment have the right to equality in the terms of their employment contract. This applies where the person is engaged on like work, the work is related as equivalent work and also considered to be of equal value.
Thirdly, it also depends upon on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. There is no standard selection procedure to be used in all organizations or for all jobs. The complexity of selection procedures increases with the level and responsibility of the position to be filled. Therefore, the strategy and the method used for selecting employees varies from firm to firm and form one job to another. Sex discrimination Act and Racial Relations Act Under this terms of Sex discrimination act(SDA) and the Race relations act 1976 (RRA), it is unlawful to discriminate in employment-including recruitment, training and promotion-on the grounds of a person’s sex or marital status (SDA) or their race, color, nationality, ethnic and national origin (RRA) Three different types of discrimination are defined under this act Direct discrimination Indirect discrimination Victimization Gender Reassignment Sexual orientation Genuine occupational orientation Race relations amendment Disability discrimination Act Under the terms of this act (DDA) discrimination will arise if, for a reason which relates to the person’s disability, the employer treats that person less favorably than it treats or would treat others who are not disabled, unless there is a substantial justification. Under this act a disabled person is defined as anyone with “physical or mental impairment which has substantial and long term adverse effect on his/her ability to carry out normal day to day activities. Employers are expected to make “reasonable adjustments” to accommodate people with disabilities. Religious & cultural beliefs Under this act no applicant should receive less favorable treatment on the grounds of his/her religion. This legislation out lawing discrimination on grounds of religion was introduced in UK in December 2003, Effectively it prohibits direct indirect discrimination, harassment and victimization on the grounds of religion or belief. Ageism Employment Equality(age) regulations 2006 came into force on 1 october 2006, They prohibit unjustified direct and indirect age discrimination, and all harassment and victimization on grounds of age. Data protection act This act applies to personal data held in a structured way in a medium (paper, computer, microfiche, tape, etc). To comply with Act, information must be collected and used fairly, stored safely and not disclosed to anyone unlawfully. There are eight data protection principles set out in the act. Processed fairly and lawfully; Obtained and processed for specified purposes Adequate, relevant and not excessive Accurate and update Held for no longer than necessary Processed in accordance with subject rights
ZPEC Egypt Principal Office 17D, 16 villa, Horeya Street, First Settlement, New Cairo, Cairo, Egypt Mobile: +2 010 9765 1756 Land Phone: +2 23285526 Fax: +2 23285527 Email: firstname.lastname@example.org / email@example.com
Monthly Magazine Published by QHSE Department of ZPEC-EGYPT