HRM-Practices-inMobilink

University Of Central
Punjab

Presented To:
Prof. Dr. Usman Anwar
Presented By:
Ilyas Ahmad Farooqi
Javaria naveed
Aysha shahid
Adnan afzal
Zuqarnain shafiq
Mehmoona anwar

Mission Statement.
To be the unmatchable mobile system of
communications in Pakistan this provides the best value to its
customers, employees, business partners and shareholders.

Mobilink's Vision
To be the leading telecommunication services
provider in Pakistan by offering innovative communication solutions of
our customers while exceeding shareholder value and employee
expectations

Mobilink's Values:
1.
2.
3.
4.
5.

Total Customer Satisfaction

Business Excellence
Trust & Integrity
Respect for People
Corporate Social Responsibility

Management

(The names of the Top Management)

President and
CEO (Zouhair
Abdul Khaliq)

Executive Vice
President
(Hamid Farooq )

V P Quality
Assurance,
(Dr. Riffat
Naheed )

Chief Information
Officer
(Tariq Rashid )

Vice President
Administration &
Human Resources
(Ali Raza Mehdi )

Chief Technical
Officer
(Marwan Hayek)

Chief Commercial
Officer
(Rashid khan)

Total Strength of Employees:

Over all:

(Total 4500)

Top Managers
75

Middle Managers 750

Line Managers
3675
Human Resource Department:

(Total 47)

Director
01

Vise President
04

Middle Managers 16

Line Managers
26

Office Location
Head Office Location:
The head office of Mobilink is located at KULSUM Plaza, blue
area, Islamabad.
Branch Offices:
Its branch offices are located in Lahore, Karachi, Faisalabad,
Rahim Yar Khan, Sukkur, Peshwar, Quetta, Swat, and
Kohat. Moblink has three main contact centers in three
regions of Pakistan. As for the customers centers there are
about 2000-2500 customers service centers all over Pakistan.

Principal area of Business:

Mobilink have two products
Jazz

Indigo

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 ones
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
where people through leadership at all levels dare to dream,
dare to try, dare to fail and dare to succeed.
Attracting and recruiting the best talent

 Mobilink has a very defined and well 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.
Humans are the basic tool for having competitive edge in the
market for most of the organizations and Mobilink is one of
these. Mobilink has one of the best HR systems in Pakistan
that gives it an edge over its competitors.

HR DEPARTMENT SECTIONS
HR department of Mobilink has three sections.
Employee services

Payroll information
Leave and medical record
Final settlements and provident fund
Policies and procedures
Employees record and recreation

 OD and Effectiveness

Training plan
Talent management
Performance management
Employees retentation
Orientation employee communication

 Staffing and compensation

Staffing plan and HR budgeting

Management trainee and internship program
Interviewing and selection
Headhunters
Compensation, benefits and incentive

Whole system for development of HR strategies/policies/practices is

as below:
Mobilinks Competitive
Environment
Economic, Political,
Demographic, Competitive and
Technological Trends

Com panys Str ategic Situation

Companys Strategic Plan

Companys Internal
Strengths and Weaknesses

Organizational Performance

Companys HR strategies

Formulation of HR policies

Formulation of HR
practices

HR Practices at Mobilink
These are few of the HR practices that I have learned from my resource person.

Planning
Recruitment
Selection
Training & Development
Compensation
Performance Appraisal System
Occupational Health and Safety measures
Career Planning and Development
Research and Development
Reward Management
Employee Relations

HR Planning
After the emergence of new telecom companies, market has
become much more competitive and employees are less loyal
to the company. Whenever they get any opportunity better than
the existing job, they just opt for that. Which is there right,
however Mobilink is aware of this fact and thats why they do
not have any formal strategy for succession planning. They do
consider the people from inside but proper succession
planning is not practiced in Mobilink these days. When they
entered into the market they used to have strategy regarding
this matter.

 But now due to market trends they have transformed there new
strategies. According to the management its not useful to
invest a lot in the employee at a larger extent. They do develop
employees for there career planning but no formal succession
planning is practiced

Recruitment and Selection

In MOBILINK, the activity to fill a vacancy or a new job starts
with the requirement communicated by the respective
managers to the HR department. The HR department then
looks for the possibilities of internal and external recruitment.
Internal Recruitment
External Recruitment

Internal Recruitment
In MOBILINK, internal recruitment is done for the managers of
the higher grade and directors. When a position is vacant, the
HR department views the past performance of the people
working at lower levels than the vacant position and chooses
the right person who is promoted to that position.

External Recruitment
For external recruitment in MOBILINK, the line managers are
required to make a requisition form for the job in which they
have to mention their need taking in account the budget for
establishment and salaries for the position of Management,
Business Support Officers and Workers. Role profile for the
specified job is also prepared matching up the requirement and
the grade of the job. Training period is also specified on the
requisition form.

The sources that MOBILINK uses to attract

applicants are
Inviting applications through advertisement
Recommendations from the head hunters
Applications obtained from the data bank of MOBILINK where
direct applications are received from time to time.

 After a substantial amount of applications have been received, the

line and the HR managers again work together to shortlist the
applications. This is done by carefully going through all the
application and by giving different weightage to the following
criteria:
Quality of early schooling
Grade obtained
Extra Curricular activities
Overseas travel and education
Age
Target University
Relevant experience

 After the preliminary interview is cleared people applying for different

jobs are tested in different ways. The following management
competencies are assessed by a panel of cross functional assessors
In the case of management selection:
Communication skills
Resource management
Rational decision making
Influencing
Creative thinking
Business development

Training
Training is a planned effort by a company to facilitate
employees learning of job-related competencies. These
competencies include knowledge, skills or behaviors that are
critical for the successful job performance.
At MOBILINK, there is a continuous assessment of the
technical and managerial skills. For the further enhancement of
these skills formal training programmers offered at all levels.
The employees are provided with opportunities to put these
skills into practice, in preparation for the move to a managerial
role.

Training Methods

On Job Training
Special Training Sessions
Team Building
Problem Based
Refresher Courses

Types of Training in Mobilink

On a general basis the training done in Mobilink can be divided
into two categories:
Soft skill training
Technical Training

Soft Skill Training

Soft skill development courses in areas like personal finance
and childcare can help your team better manage the most
important areas in their personal lives.
This may include the following things for e.g.
Conflict management training
People management training
Communication skills
Anger management
Time management training
Teamwork training etc

Technical Training
This type of training has direct effect on the job of the
employee. Specific skills are focused and developed
accordingly. The engineering trainings of Mobilink are also
included with this along with
Customer Services training
Sales related training
Marketing and technology training etc.
All these types of training are done to enhance the employees
job skills at the level he is at.

Training programs leads to

Leadership
Influencing
Creative Problem Solving

Performance Appraisal
Reviewing performance and taking positive steps to develop
employees further is a key function of management and is a
major component in ensuring the success of the company
through effective employee performance.
A review is about ensuring people know what levels of
performance are expected of them and then taking action to
ensure they are trained and developed to perform effectively.

Objectives of Performance Appraisals

To measure the work performance
To motivate and assist employees in improving their
performance
And achieving there 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

Appraisal Policy
The intent of these appraisals is to review current job
performance and responsibilities, set goals and discuss further
opportunities with reference to past performance at Mobilink.

Appraisal categories
% Of total numbers of
employees which can
be rated in this
category

Appraisal category

Definition
of category

1.expert

Indicates exceptional
performance

15%

2.very Good

Indicate performance
that consistently meets
the requirements of the
position, very good
indicates the individual is
on track for
advancements

10%

3. Good

Indicated performance
that requires
improvement (i.e. meet
requirements without
initiative or
advancement)

8%

4. Basic

Performance to be
improved (hardly meets
requirements)

5%

Sources of Performance Appraisal

At MOBILINK the primary sources of performance appraisal
are the managers and secondary sources are employees
themselves. Though the peers also give their opinion but it
usually does not have any weight age unless a conflict arises
between the manager and the employee.

Promotion Policies

Associate
Specialist
Manager
Director
Chiefs

3-4 years
3-4 years
2-3 years
According to the president decision
According to the president decision

Thanks
Regard.

Ilyas Ahmad Farooqi

Javaria naveed
Aysha shahid
Adnan afzal
Zuqarnain shafiq
Mehmoona anwar