R&S Moblink.docx

7/28/2019 R&S Moblink.docx

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HUMAN RESOURCE DEVELOPMENT

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FINAL PROJECT

Recriutment&

Selection

Submitted To


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Acknowledgement

We are thankful to Allah who has given us power of getting the knowledge and guide us in every

step of life. We also feel proud on our parents prayers and their efforts. We are getting

admission for education in Pakistans reputed institute, i.e.UNIVERSITY OF CENTRALPUNJAB.So we are very much thankful to this institute and our coordinator program.

A special thank to parents who guide us with full devotion in getting extraordinary knowledge

of our subject.

At last we are thankful to OUR CLASS FELLOWS, who give us supporting and learning

environment.


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Dedication

We dedicate our project too

ALLAH

Who has created us as the crown of creation and enable us to learn.

OUR PARENTS

Who always appreciate us at every step, to our teachers at all stages of study specially;

SIR NOUMAN

Who always guided us in the right direction and developed our personality as a useful citizen in

the society and beyond them, to all of our friends from whom we learned much and complete of

our tasks.

And finally, our class fellows we are really thankful to our class fellows who always give us

their favors and motivate us in the right direction. It was a great fortune for us to study with so

competent students. What we learn in this whole program they contribute as much as our

teachers.


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COMPANY INTRODUCTION

Orascom Telecom("OTH") was established in 1998and has grown to become a major player in

the telecommunication market. OTH is considered among the largest and most diversified

network operators in the Middle East, Africa, and South Asia, and has acquired in early 2008 a

license to operate mobile services in North Korea. Orascom Telecom is a leading mobile

telecommunications company operating in six emerging markets having a population under

license of 430 million with an average penetration of mobile telephony across all markets of

approximately 40%. OTH operates GSM networks in Algeria (Djezzy), Pakistan (Mobilink),

Egypt (Mobinil), Tunisia (Tunisiana), Bangladesh (Banglalink) and Zimbabwe (Telecel

Zimbabwe). OTH had exceeded 74 million subscribers as of March 2008. OTH is dedicated to

providing the best quality services to its customers, value to shareholders and a dynamic working

environment for its nearly 20,000 employees.

Mobilink, a subsidiary of Orascom Telecom, started its operations in 1994, and has become the

market leader both in terms of growth as well as having the largest customer subscriber base in

Pakistan - a base of over 31 million and growing. Mobilink is the first cellular service provider to

operate on a 100% digital GSM technology in Pakistan that also provides state-of-the-art

communication solutions to its customers.

Mobilink offers exclusively designed tariff plans that cater to the communication needs of a

diverse group of people, from individuals to businessmen to corporate and multinationals. To

achieve this objective, Mobilink offer both postpaid (Indigo) and prepaid (JAZZ) solutions to

customers. Compared to its competitors, both the postpaid (Indigo) and prepaid (JAZZ) brands

are the largest brands of their kind in the Pakistan cellular industry.

In addition to providing advanced voice communication services that makes the lives of millions

that much easy, Mobilink also offer a host of value-added-services to customers. At the same

time, Mobilink places high importance to its coverage, which is why there coverage is in

10,000+ cities and towns nationwide as well as over 130 countries on international roaming

service.

There are about 5000 employees currently working in Mobilink of which 4500 are working onpermanent basis and 500 on temporary basis, with average of more than 800 employees hired

every month. Among them approximately 5% are managers and operatives are 40%, rest are

either contractual or not directly related to core business.

The head office of Mobilink is located at KULSUM Plaza, blue area, Islamabad. Its branch

offices are located in Lahore, Karachi, Faisalabad, Rahim Yar Khan, Sukkur, Peshwar, Quetta,
http://www.orascomtelecom.com/http://www.orascomtelecom.com/http://www.orascomtelecom.com/


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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.

The number of subscribers of Mobilink has been fast increasing since year 2000,the number of

subscribers of Mobilink has almost doubled in the last one year from 5 million approx to 10

million approx. This figure has almost increased by 50 times as it was in year 2000. This in factis a milestone for Mobilink. However due to the growing competition in the telecom sector

Mobilink is losing some of its customer base recently because of higher charges as compared to

other telecom companies.

MOBILINK VISION

"To be the leading Telecommunication Services Provider in Pakistan by offering innovative

Communication solutions for our Customers while exceeding Shareholder value & Employee

Expectations".

MISSION STATEMENT

To be the unmatchable mobile system of communications in Pakistan which provides

the best value to its customers, employees, business partners and

shareholders.

MOBILINK'S VALUES

1. Total Customer SatisfactionMobilink believes that customers are at the heart of its success. They have placed their trust and

confidence in Mobilink. In return, Mobilink strive to anticipate their needs and deliver service,

quality and value beyond their expectations.

2. Business ExcellenceMobilink strives for excellence in all that they do. Mobilink aspire to the highest standards and

raise the bar of excellence everyday. This commitment to delivering world-class quality

translates into unmatched service and value for its customers and all stakeholders.

3. Trust & Integrity


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Mobilink takes pride in practicing the highest ethical standards in an open and honest

environment, and by honoring their commitments. They take personal responsibility for all their

actions, and treat everyone fairly, and with trust and respect.

4. Respect for PeopleMobilink believes that its relationships drive its business. They respect and esteem their

employees and all stakeholders. Mobilink believe in teamwork, empowerment and honor.

5. Corporate Social ResponsibilityIts Corporate Social Responsibility goes beyond philanthropy and donations whereby they take

into full account the impact that Mobilink creates on all stakeholders and on the environment

when making decisions. Mobilink believes an educated, healthy society is Pakistans key to

ensuring sustainable development and we do our best to give back to the community we

operate.

CSR Mission Statement:

Support local communities in which customers, employees, investors and suppliers live. Support programs to increase accessibility and use of mobile technology in education,

community health and employability.

Protect the environment and promote sustainable practices in the business value chain. Promote diversity and remove barriers that prevent people from participating fully in

society.

Support personal development of employees and their involvement in local communities. Share benefits of developments in mobile communications technology as widely as

possible.


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HUMAN RESOURCE DEPARTMENT AT MOBILINK

There are about 44 HR professionals currently working at Mobilink of which 10 are

managers. 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. Because Mobilink believes that its employees are its greatest strength.

They believe in the development of their employees into well-rounded professionals equipped

with entrepreneurial skills who are adaptive, proactive, articulate, efficient, and responsible. And

Mobilinks HR department has taken a number of initiatives to achieve these goals.

Several activities undertaken by HR are aimed at facilitating communication within

organization and to create an open and tolerant culture. This includes Town Hall meetings with

the CEO, allowing employees the opportunity to voice their opinion directly to the CEO and

management teams. Other programs include the Relationship

Management InitiativeOne day in the life of... which acknowledges

the efforts of professionals working in various areas within the

organization, adding to the culture of tolerance and appreciation. The employee profile, Our

People, was also introduced for this purpose and is a personal snapshot of randomly selected

employees. The profiles include personal ambitions and professional goals. Mobilink is an equal

opportunity organization that provides prospects for women and people of all faiths to join the

work force and excel in their field of expertise.

HR DEPARTMENT SECTIONS:The HR department of Mobilink has three sections.

HR Operations


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Employee Excellence

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 Employee retention Orientation employee communication

Staffing and compensation

Staffing plan and HR budgeting Management trainee and internship program Interviewing and selection

Headhunters Compensation, benefits and incentive

FUNCTIONS OF HR DEPARTMENT

There are several functions performed by HR department which are given below:

1.Recruitment

2.Selection

Formal Interview Intelligence tests

3.Training


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UITMENT AND SELECTION (equal employment initiatives)

Recruitment policy

Objectives: Hiring is not a simple task. An efficient and effective recruitment and selectionprocess ensures the successful hiring of qualified and diverse individuals who reflect the campus'

positive image and can contribute to its growth. Careful and adequate attention must be given to

each step of the process and those involved in the selection process should be properly equipped

to ensure a successful hire. The policy is meant to ensure an effective and efficient method of

recruitment and selection. It is aimed at hiring without any discrimination based on race, colour,

sex, nationality, ancestry, religion or disability.

Policy guidelines:

The recruitment policy must comply with regulations set out by the Government of Pakistan.

Mobilinks Hiring Committee constitutes following members for hiring on all the levels:

Respective Department Head Head Of Human Resources President

The Sources of recruitment for different job vacancies in PMCL include:

Internal Advertisement. Databank. Advertising. Head hunters/executive search organizations. Walk in candidates. Colleges and Universities Internet


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Employee referralsApplication Procedure:

Applicants usually apply online by registering with the web based recruitment portal.

However, when considered for a specific position, they are required to fill the standardapplication form of the Company. All applications are kept on HR database for a period of 6

months only.

External Recruitment Policy:

i. No candidate under the age of eighteen will be considered.ii. To avoid conflict of interest, hiring of close relations (brothers, sisters, spouses, first

cousins, brothers/sisters in law) will not be encouraged. However candidates falling

in this category who have exceptionally good credentials may be considered. Hiring

supervisors will need to explain in their assessment of the candidate their qualities

that justify hiring. A final decision will rest with the

concerned Divisional Head who will need to ensure

that there is no conflict of interest.

iii. Human Resources will advise Department Heads on salary ranges to be offered tothe applicant keeping internal and external equity in perspective.

iv. Minimum qualifications must be a Bachelor degree or equivalent. A-Level orequivalent may be considered for call centre/support staff however will require

approval of the VP Human Resources & Administration.

v. This criteria does not apply to technicians/riggers and ancillary staff.

External Recruitment Practices:

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 requisition form along with the role profile is sent by the line manager to the

functional director for his approval and then forwarded to HR Manager. The HR manager


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confirms the availability of budgets required for establishment, salaries and cost of advertisement

for the job. After all this, the requisition form along with the job profile and the budget forecast

is sent to the HR Director for his final approval. After approval from the HR director the HR

manager and the line manager work hand in hand to prepare job and person specifications for

advertising or giving to the head hunters.

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

The HR Department then issue call letters to the short listed candidates along with blank

application forms in which Date, time and venue for the preliminary interview is advised and

candidates are asked to bring along completed application forms. A two-member panel of HRand line management carries out competency-based interviews focusing on functional skills and

managerial and supervisory skills.

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

Documents

R&S Moblink.docx