Human Resource Management practices in Mobilink
- 1. Human Resource Management Practices in Mobilink By : Saeed ur Rahman
- 3. Group members • Saeed ur Rahman • Raja Umair • Jawad Khan • Bushra Babar • Hamza Khalid • Sundus
- 4. Content to be covered • Introduction of Mobilink • HRM Strategies • Planning • Recruitment • Selection • Orientation • Training • Performance Appraisal • Compensation and reward system
- 5. Introduction of Mobilink • Subsidiary of Orascom • 1994 • November 2015 - completed in July 2016 • 50 million customers • More than 20000 cities, towns and villages • Amir Ibrahim • 38% market share • Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur, Peshawar, Quetta, Swat, and Kohat • Post paid ,prepaid ,online banking (Mobicash)
- 6. MAJOR DEPARTMENTS OF MOBILINK • Finance Department • Customer Services Department • Commercial Department • Technical Department • Information Technology Department • Administration and Legal Affair & Government Relation Department • Human Resources
- 7. HR department • Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. • Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of Mobilink GSM Company.
- 8. HR Department HR mission statement “To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one’s ability.” Mobilink will achieve this by: • Inspiring and motivating its people. • Developing its people to strive for higher standards. • Driving an open minded and enterprising corporate culture • Attracting and recruiting the best talent
- 9. HRM Department Sections Employee services • Payroll information • Leave and medical record • Policies and procedures • Employees record and recreation
- 10. HRM Department Sections (continued) OD and Effectiveness • Training plan • Talent management • Performance management • Employees maintenance • Orientation
- 11. HRM Department Sections (continued) Staffing and compensation • Staffing plan and HR budgeting • Management trainee and internship program • Interviewing and selection • Headhunters • Compensation, benefits and incentive
- 12. Development of HR strategies/policies/practices: • HRM activities How its formulated and implemented • Mission • strategic planner analyze the organizational culture (SWOT) • strategic plans • HR strategies • HR policies and practices
- 14. PLANNING IN THE CONTEXT OF MOBILINK • At Mobilink, our belief is that "Our people are our greatest asset”. We take great pride in acknowledging the contribution each one of us makes. • We focus on People Development and for that we ensure: • Staff Mobilink with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. • Create a collaborative and mutually supportive work environment that encourages people to grow.
- 15. PLANNING IN THE CONTEXT OF MOBILINK(continued) • Build a team of professionals who deliver expertise by participating in business decisions. • Develop Performance Management and reward systems underlying our Business strategy. • We aim at making Mobilink a great place to work
- 16. Recruitment Policies of Mobilink GSM Source : They use Internal and external sources Current Mobilink Employees Internal and external Advertisements Data Bank Employment Agencies and consultants
- 17. Mobilink GSM Guidelines External Recruitment: No candidate under age of eighteen can apply for the job Candidates can’t apply for the job if their blood relations work in PMCL- Mobilink. Heads are responsible for hiring procedures Human resources jointly with the department heads decide the salary range Minimum qualification must be a bachelor degree. Candidate are required to successfully complete any job related selection test given to them.
- 18. Mobilink GSM Guidelines (continued) Internal Recruitment: • Internal candidates has to be a confirm employees of Mobilink of who have completed a one year of service in their existing designation. • Selected candidates are required to join the new job/position after getting clearance from supervisor and will be on probation for a period of three months.
- 19. General Conditions for Recruitment in MOBILINK GSM • Recruitment is done through human resources Department. • An Applicant’s knowledge ,skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test. • Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department.
- 20. Selection
- 21. Selection • Short listing applicants • Criteria • grade obtained • extracurricular activities • overseas travel and education • Age • target university • relevant experience • HR dept. Then issues call letter • two-panel interview is carried out • different competency tests after interview • Appointment letters are then issued to successful candidate or candidates
- 22. Selection Criteria of Mobilink GSM (continued) Following information's are required by Mobilink from the applicant: • In case of Non-Payment employees Mobilink signs a contract of 1 year which can be extended to another year. • After selection the candidate is required to complete a 3 month long probationary period. • HRM department prepares and delivers the Employment Letters to the employee and obtain signature of him on a copy. • Candidates rejected or kept on file are sent regret letters.
- 23. Selection Criteria of Mobilink GSM (continued) • Hiring Committee • Mobilink’s Hiring Committee constitutes following members for hiring on all the levels: • Respective Department Head • Head Of Human Resources • President
- 24. Selection Criteria of Mobilink GSM (continued) Appointment Letters: Mobilink’s appointment letters for successful candidates spells out the terms and conditions of the employment and benefits applicable to the position. At the time of confirmation the concerned department is send the feedback for confirmation.
- 25. Orientation
- 26. Orientation of new employees in Mobilink GSM • Objective is to inform all new employees with the basic structure and rules of Mobilink. • Human resource Department is responsible for orientation. • Orientation CD regarding PMCL, Organizational charts. • With the first week of the employment employee go through Department orientation .
- 27. Orientation of new employees in Mobilink GSM (continued) Within 30 days of employment all new employees attend a formal orientation program which includes 1. Nature of business 2. History-philosophy and structure of company 3. Structure chain command within the company 4. Company benefit plans 5. Layout and facilities offered by the company .
- 28. Training
- 29. Training In Mobilink GSM • The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. • Provide employees with greater opportunity to grow and succeed with in the company. • To strengthen management and professional teams at all organizational levels.
- 30. Training continue • Earning of job related competencies • A way of creating intellectual capital • Training can be divided into two categories • Soft Skill training • Technical training
- 31. SOFT SKILL TRAINING • to help manage most important areas in personal lives • This may include: • Conflicts management training • People management training • communication skills • anger management • time management • teamwork
- 32. TECHNICAL TRAINING • focused on skills • direct effect on job • these include: • Customer service training • sales related training • Marketing and technology training • these trainings lead to: • Leadership • Influencing • Creative problem solving
- 34. PERFORMANCE APPRAISAL • Objectives of Appraisal • Appraisal Policy • Performance Review • Appraisal Categories
- 35. APPRAISAL : OBJECTIVES • To measure the work performance • To motivate and assist employees in improving their performance • And achieving their professional goals • To identify employees with high potentials for advancements • To identify employees training and development needs • To provide a solid path for career planning for each individual
- 36. HOW MOBILINK ASSES THE EMPLOYEE • Leadership. • Communication skills. • Team work and Co-operation. • Problem solving & decision making. • Flexibility. • Customer focus.
- 37. PERFORMANCE APPRAISAL IN THE CONTEXT OF MOBILINK • Performance appraisal is done on an annual basis (from January 1st to December 31st) • To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the tome of the performance evaluation. • The immediate supervisor prepares an annual report in December of each year of each employee • Increments are also given at the end of the year ,increments are percentage of salaries. • Promotions is given on good performance after completing two years in the current grade. • Bonuses are given but the employee must have to complete 6 months in the company service.
- 38. COMPENSATIONS AND BENEFITS • They care about promises they made • Compensation based on performance • After Rechecking the Performance, plans redesigned
- 39. Current Issues Of HRM in Mobilink Following are some issues of HRM in Mobilink • The timing although is 9 am to 5 pm, but it is adhered to as the normal employee leaves his office not before 6 am. • The hierarchy chart shows 3 HR managers/ coordinators for Islamabad, here as only 1 fore Lahore. This can be unjustified keeping in view that a large number of employee work in Lahore. • Mobilink has a formal environment which can be changed to more relax and friendly environment.
- 40. Any Question