Presentation on theme: "G ROUP M EMBERS Afzaal Haider Muhammad Hassib Gul Mubashir Ahmed Umar Asghar."— Presentation transcript:
G ROUP M EMBERS Afzaal Haider Muhammad Hassib Gul Mubashir Ahmed Umar Asghar
P RESENTATION L AYOUT Company Introduction (mission and Vision) Organizational Structure Human Resource Management Human Resource Functions Recommendation Conclusion
I NTRODUCTION Pakistan Telecom Mobile Limited (PTML) is a wholly owned subsidiary of Pakistan Telecommunication Corporation Limited (PTCL) that started its operations in January 2001 under the brand name “Ufone”. As a result of PTCL’s privatization 26% of company shares along Ufone became part of the Emirates Telecommunication Corporation Group (Etisalat) in 2006.
Ufone has network coverage in 10,000 locations and present across all major highways of Pakistan. Ufone currently caters for International Roaming to more than 288 live operators in more than 160 countries. Ufone also offers Pakistan’s largest GPRS & blackberry Roaming coverage available with more than 200 Live Operators across 122 countries. I NTRODUCTION cont…
It is currently owned by “Etisalat” with the customer base of more than 20.5 million subscribers which is tripled from last fiscal year Total current investment of over $350 Million, including a recent contract of $161 Million for expansion & capacity building Currently, with a market share of over 24%.
More recently, Ufone has become a focused and intensive leader in VAS, constantly introducing innovative services, which have been the first of their kind in the Pakistani cellular industry. As the world of telecommunications advances, Ufone promises its customers to stay ahead, developing and evolving, to go beyond their expectations, because at Ufone, it’s all about U. I NTRODUCTION cont…
M ISSION S TATEMENT “ To be the best cellular option available for U”
V ision S tatement “To be the quality cellular service provider of choice, using sound business practices while enhancing the quality of life of the community and providing a strong return for our stakeholder”
U fone O bjectives To be Affordable Best Coverage throughout Pakistan Advanced & innovative service Best employment option for peoples
O rganizational S tructure Geographical division: North Central South
D epartmental D ivision Marketing Department Finance Department Human Resource Department Customer Care Department Information System Department Engineering Department Quality Assurance Information Technology
O rganizational S tructure con… Board Of Directors CEO Project Director Marketing & Sales Finance Information System Customer Care Engineering Quality Assurance Information technology HR & Admin
O rganizational S tructure Analysis Hybrid Organizational Structure. Formal Control on every one. Decentralization. Chain of Command.
Human Resource Management Human capital act as nerves system of the organization. “ Their people are their greatest asset ” with special Reference to human resource management (HRM) our main focus was remained on how the human capital at ufone is being: Recruited. Selected. Utilized. Compensated. Evaluated & Trained to achieve company goals.
H uman R esource M anagement con.. Staff of Ufone consists of world class Professionals Collaborative and mutually supportive work environment Team of professionals for Expertise & Collaboration Performance Management and Reward System Clearly defined Recruitment & Selection Policy They Believe to Train & Develop employees Compensation & Benefit plan is developed to ensures employees motivation. HRM
HR I nternal D epartmental D ivision HR Department Training & Development Outsource Operation HR Operations
H uman C apital at U fone 1700 permanent employees as well as more than 2500 contractual employees working nationwide Ufone Complies with equal employment opportunity organization. Almost 70% of its employees are male and 30% are female. Predefined job description Annual and Six month Performance Apraisals Average age of Ufone employee is 32 years Average Salary is HRIS
Functions of hrm
H uman Resource F unction Primary Functions: Staffing : –Job analysis –Human resource planning –Recruitment & selection Training and Development –Organization development –Career development –Performance Appraisals Compensation management –Monetary Benefits –Non monetary Benefits Safety & Health
H uman R esource F unction con.. Secondary functions: Interaction of Human Resource Research & Development in HR
Implementation of HR HR department at ufone is very much involved in Analyzing, managing, evaluating and improving performance of employees keep complete check on human capital to get the things done
Job Analysis : Job analysis is systematic exploration of activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of job. Experts do Job Analysis after acquiring information from candidates through interviews through form At ufone pay packages, compensations, job descriptions, job specifications, job evaluation are made on the bases of Job Analysis
J ob A nalysis at u fone Following steps are taken: Obtain Documentary information such as procedure manuals and written instruction. Ask about more general aspect such as the job purposes, main activities. Ask the jobholders about the job. Observe the job holders to see what they actually do.(vidual techniques)
I nformation C ollected in Job A nalysis Work activities Worker-oriented activities Machines, tools, equipment, and work aids used Job-related tangibles and intangibles Work performance Job content Personal requirements for the job
W hy U fone c onducts J. A : the right person for the right job at the right time Reduced Chances of Wrong Hiring Knowing Who Does What Major duties or activities required Conditions under which the job is performed
J ob A nalysis P rocedure : –Direct Observations –Interviews –Questioners
Job S pecification All the prerequisites of job are defined: Qualification required for a job Skill required for a job Experience required for a job
J ob D escription Human Resource Division analyzes each job and it’s required out comes. Job analysis is done by analyzing the past experience and emerging trends. Ufone holds documents about terms, duties responsibilities about each job
H uman R esource P lanning Actual Need Analysis Supply Inside Candidates Supply Outside Candidates At ufone Supply inside is Prefer and Position Replacement Charts are Maintained to find out right person on right job
N eed A nalysis At ufone human resource need is analyzed on the bases of following points: How type of person we need? How much organization can spend on that particular person for particular job? What type of job knowledge and skills needed for particular position? What kind of methods will be used for performing job analysis for particular position? What level of employee we needed (corporate, business or functional)?
S upply I nside C andidates Sources of Supply inside candidates : Promotion Rehiring Job posting Succession planning
S upply O utside C andidates Referral hiring Internet Advertisements HRIMS Employments Agencies Out sourcing (Dencom) College Recruitment Head Hunters (for top level management)
R ecruitment & S election Qualified professionals from outside have been hired Many benefits are provided but Employee Retention is quite low due to heavy Burdon of their job Low Flexibility In Performance That’s why ufone HR department is continually engage in recruitment & slection Procedure
R ecruitmen t At Ufone Generating Recruitment Pool: –Internal Recruitment –External Recruitment Direct applicants Referrals Advertisements (ever media, Interflow) Private Employment Agencies Out sourcing (DENCOM, lower management) Electronic Recruitment
S cheduling I nterview First interview Second interview Third Interview
RECRUITMENT AT UFONE Recruitment is done in Ufone include both: Internal Recruitment External Recruitment
In the case of internal recruitment people from within the organization are promoted to fill the vacant vacancy. The HR department and the relevant department in which the vacancy exists, analyze whether there an employee within the organization exists, who most appropriately meets the requirements of the particular vacancy INTERNAL RECRUITMENT
–Promotion –Job posting for any vacant position –Rehiring
RECRUITMENT AT UFONE EXTERNAL RECRUITMENT Employment agencies Referrals Advertising via Internet Ufone) Direct Applicants Outsourcing Inventory management system
RECRUITMENT AT UFONE Apply Online
SELECTION Ufone take into consideration the following factors during selection process: Education Experience (related to work) Performance in the previous work Domain knowledge Abilities
SELECTION PROCESS 1.Screening aplications 2.Employment Test 3.Employment Interview 4.Job Offer 5.Medical Test 6.Reference checks
TRAINING & DEVELOPMENT
ORIENTATION OF EMPLOYEE: At Ufone orientation plan covers the following points: Visits to different departments of the company Company’s Policies, Rules and Regulations
TRAINING & DEVELOPMENT TRAINING METHODS Two types of trainings are conducted at Ufone: On-the-job Training » Coaching and understudy Off-the-job Training
PERFORMANCE APPRAISAL Appraisal Method: “Management by Objective (MBO)” Ufone philosophy Impact is no longer about counting heads; it’s about making each “Head” count
PERFORMANCE APPRAISAL FEEDBACK “360-Degree” feedback is conducted. It not only contains opinion from the immediate supervisor and subordinates but also from customers and manufactures.