GROUP MEMBERS

• Afzaal Haider

• Muhammad Hassib Gul

• Mubashir Ahmed

• Umar Asghar

PRESENTATION

LAYOUT• Company Introduction (mission and Vision)• Organizational Structure• Human Resource Management• Human Resource Functions• Recommendation• Conclusion

INTRODUCTION• 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.

INTRODUCTIONcont…

INTRODUCTION 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.

INTRODUCTION cont…

MISSION STATEMENT

“ To be the best cellular option available for U”

Vision Statement

“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”

Ufone Objectives

• To be Affordable• Best Coverage throughout Pakistan• Advanced & innovative service• Best employment option for peoples

Organizational Structure

Geographical division:

• North• Central• South

Departmental

Division• Marketing Department• Finance Department• Human Resource Department• Customer Care Department• Information System Department• Engineering Department• Quality Assurance • Information Technology

Organizational Structure con…

Board Of Directors

CEO

Project Director

Marketing&

Sales

FinanceInformation System

Customer Care

Engineering

Quality Assurance

Information technology

HR&

Admin

Organizational Structure 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.

Human Resource

Management 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 Internal

Departmental Division

HR Department

Training & Development Outsource

OperationHR

Operations

Human Capital at Ufone

• 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 15000• HRIS

Functions of hrm

Human Resource

Function 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

Human Resource

Function con..Secondary functions:• Interaction of Human Resource• Research & Development in HR

Implementation of HRHR 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

Staffing

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

Job Analysis at ufoneFollowing 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)

Information Collected in Job Analysis

• 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

Why Ufone conducts 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

Job Analysis Procedure:

– Direct Observations – Interviews – Questioners

Job Specification All the prerequisites of job are defined:

• Qualification required for a job• Skill required for a job• Experience required for a job

Job Description• 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

Human Resource Planning

• 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

Need AnalysisAt 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)?

Supply Inside Candidates Sources of Supply inside candidates:

• Promotion• Rehiring• Job posting• Succession planning

Supply Outside

Candidates• Referral hiring• Internet• Advertisements• HRIMS• Employments Agencies• Out sourcing (Dencom)• College Recruitment• Head Hunters (for top level management)

Recruitment &

Selection• 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

Recruitment 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

Scheduling Interview• 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

INTERNAL RECRUITMENT

– Promotion– Job posting for any vacant position– Rehiring

RECRUITMENT AT UFONE

EXTERNAL RECRUITMENT• Employment agencies• Referrals• Advertising via Internet (careers @

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 aplications2. Employment Test 3. Employment Interview4. Job Offer5. Medical Test6. Reference checks

TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENTORIENTATION 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 APPRAISALAppraisal Method:

“Management by Objective (MBO)”

Ufone philosophy Impact is no longer about

counting heads;it’s about making each “Head” count

PERFORMANCE APPRAISALFEEDBACK

“360-Degree” feedback is conducted. It not only contains opinion from the

immediate supervisor and subordinates but also from

customers and manufactures.

COMPENSATION

STRATEGIC PAY PLANS

Direct financial payments

• Salaries• Incentives• Commissions• Bonuses• Rewards

STRATEGIC PAY PLANS

In-Direct payments

• Medical allowances/ hospitalization• Conveyance allowances• Vacations• Education allowances• Pension Plans

BENEFITS AND SERVICESEMPLOYEES MOTIVATION

Employees are motivated at Ufone by conducting events such as

• Annual employee day• Birthday celebration

BENEFITS AND SERVICES

Flexible Benefits Program

• Cafeteria• Gym• TV lounge• Sports club• Exertion trip

BENEFITS AND SERVICES

Retirement Benefits

• Age of 55 – 60 years• Provident fund • Gratuity

RECOMANDATIONS

RECOMMENDATIONS

• Decentralization• Enterprise resource planning (ERP)• Job rotation• Manage employees turnover• Improve pay structure• Overtime compensation

Now its all about you…

if you have any questions …

say it all……