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FINAL PROJECT

STRATEGIC HUMAN RESOURCE

MANAGEMENT

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TEAM

ZOBIA ARSHADSYED SANEEM MUSTAFA

ZORAIZ FAZAL

FLOW OF PRESENTATION

Recruitment

Training/Development

Compensation &Benefits

PerformanceManagement

OrientationSelection

ST.HRMST.HRM

MOBILINK GSMSTRATEGIC HUMAN RESOURCE MANAGEMENT

INTRODUCTION

Mobilink GSM a subsidiary of Orascom Telecom.

Started its operations in 1994, in Pakistan’s and became the leading cellular company of pakistan

Mobilink maintains market leadership through cutting-edge, integrated technology, and the largest portfolio of value added services in pakistan

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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.”

RECRUITMENT AT MOBILINK

Objective of Mobilink is to hire the best people that Fit to organization’s culture.

Mobilink has a very well defined and structured department:

44 HR professionals currently working at Mobilink .

10 are managers.

RECRUITMENT AT MOBILINK

Internal RecruitmentInternal candidates must be completed one year of

service.Selected candidates will start the job after getting

clearance.Spouse of an existing employee will not work for

direct competition.

CONDITIONS

Online registrationPsychometric TestsTwo Reference checks

Note:

If suitable person is not available go

for external hiring

EXTERNAL RECRUITMENT

Conditions:No candidate under the age of eighteen will be

considered.To avoid conflict of interest, hiring of close relations

will not be encouraged.Human Resources will advise Department Heads on

salary ranges.

SHORTLIST THE APPLICATIONS

Quality of early schoolingGrade obtainedExtra Curricular activitiesAgeTarget UniversityRelevant experience

RECRUITMENT METHOD AT MOBILINK

Internally or externally

Media advertising

Recruiting on Internet

Outsourcing to staffing agencies

MEDIA ADVERTISING

Hired the services of many advertising agency, to propagate their service web designers as texel, velocity

and symetry T.V jang magazine.

Outsourcing to staffing agencies

Such as career burg.HR Pakistan etc

Abacuscareers

RECRUITING ON INTERNET

www. jobs.mobilinkgsm.comRozee.pkalahadrecruitmentgroup.pk.linkedin.com

Internally or externally recruitingWord of mouth help to draw all

appropriate contacts they have.

SELECTION PROCESS

InterviewTesting:

Psychometric TestingCompetency Profiling

Design & Conduct AssessmentScreening Process Job OfferAppointment

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ORIENTATION

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PURPOSE OF ORIENTATION

It conveys three types of information:1. General information about daily work

routine.2. Review of organization’s history ,purpose

operations, and products or services and contribution of employee’s job to the organization’s needs.

3. Presentation of organization’s policies, work rules and employee benefit.

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ORIENTATION OF NEW EMPLOYEES IN MOBILINK GSM

Objective is to inform all new employees with the basic structure and rules of Mobilink.

Orientation CD regarding PMCL, Organizational charts.

With the first week of the employment employee go through Department orientation .

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CONT…

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 .

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TRAINING & DEVELOPMENT

A process designed to maintain or improve current job performance.

Most training is directed at upgrading and improving an employee’s abilities or skills.

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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.

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DEVELOPMENT

The human resource department conducts a meeting with department heads at the end of the training program.

The purpose of this meting is to focus on the individual discipline and performance during the training program.

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CONT…Then on the basis of their performance they

give them advance jobs.

They fill every position vacancy with the best qualified person obtained.

They prefer their own employees and go outside only when fully qualified person is not obtainable.

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Performance Management

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STRATEGIC CHOICES

How systems will be usedWho evaluate?What to evaluate?How to evaluate?Measure of evaluate

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HOW SYSTEMS WILL BE USED

Performance management will be used:

To Identify training and development need.

To Motivate employees in improving their

performance.

In human resource planning.

To compensate and provide benefits.

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WHO EVALUATES

Mobilink uses 360 degree feedback system

Obtaining information from Boss, Peers, Internal

customers and External customers.

Time consuming and cost consuming.

It require lot of paper work.

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CONT…

Financial burden to organization.

Assessment is based on qualitative data.

It doesn't ensure observable and quantifiable format.

It require clear and specific goals.

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WHAT TO EVALUATE?

Mobilink evaluate employee

20% on traits

80% on performance

Too much depend on performance and outcomes.

some goals are unattainable and ignore critical

areas of performance

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CONT…

At least 50% evaluation should on behavior

Evaluating trait is subjective and difficult to defend.

50, 40 and 10 should be the ratio of behavior,

outcomes and trait evaluations respectively.

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HOW TO EVALUATE?

Mobilink uses absolute evaluation system.

It evaluates employee independently on basis of his

or her performance.

It motivate employees

But difficult to measure in group tasks

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MEANS OF EVALUATION

Objective based performance measurement Employees are involved in decision making

and setting goals.

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REWARDS SYSTEM

There is a list of policies regarding the reward system at Mobilink.

It offers both kinds of rewards: Intrinsic Extrinsic

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SALARY

salaries subject for review in January of each calendar year in the light of merit and inflation.

Attract & retain the services of competent qualified employees.

Provide fair and equitable compensation to each employee.

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CONT…Provide annual performance appraisal for

employees to improve their job.

performance and to encourage them.

Ensure that salaries are competitive and in line with salary levels that prevail in the industry.

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SETTING STARTING SALARIES

OBJECTIVE To ensure that each employee is given the

starting salary of the title level in which his / her position and experience fall.

To ensure that consideration is given to past experience and qualifications.

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FACTORS IN SETTING SALARY

The particular job level for which the job offer is being made.

The candidate’s education, experience, qualifications as compared to the minimum

qualifications required by the job specification and prevailing industry rates.

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Practices on Reward systems at Mobilink

Policies regarding the reward systems are practiced quite strictly.

Other rewards are also fast but they are mostly tenure based rather than performance based.

In policies it is mentioned that the rewards are totally performance based.

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CONT…

Rewards are mostly determined by the organizational membership and seniority rather then

by performance.

Promotion is given on the basis of performance, as well as tenure.

Basic pays and increments then those are not performance based.

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