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hr polices of ufone
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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 awholly owned subsidiary of PakistanTelecommunication Corporation Limited (PTCL)that started its operations in January 2001 underthe brand name “Ufone”.
• As a result of PTCL’s privatization 26% of companyshares along Ufone became part of the EmiratesTelecommunication 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 morethan 200 Live Operators across 122 countries.
INTRODUCTION cont…
INTRODUCTION cont…
• It is currently owned by “Etisalat” with thecustomer base of more than 20.5 millionsubscribers which is tripled from last fiscal year
• Total current investment of over $350 Million,including a recent contract of $161 Million forexpansion & capacity building
• Currently, with a market share of over 24% .
• More recently, Ufone has become a focused andintensive leader in VAS, constantly introducinginnovative services, which have been the first oftheir 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 theirexpectations, 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 thequality of life of the community and providing astrong 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
CareEngineering
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 Ufoneconsists 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 FunctionPrimary 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
Job Analysis:
Job analysis is systematic exploration of activities within ajob. It is a technical procedure used to define the duties,responsibilities, and accountabilities of job.
• Experts do Job Analysis after acquiring information fromcandidates through interviews through form
• At ufone pay packages, compensations, job descriptions, jobspecifications, job evaluation are made on the bases of JobAnalysis
Job Analysis at ufoneFollowing steps are taken:
• Obtain Documentary information such as proceduremanuals 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 byanalyzing the past experience and emerging trends.
• Ufone holds documents about terms, dutiesresponsibilities about each job
Human Resource Planning
• Actual Need Analysis
• Supply Inside Candidates
• Supply Outside Candidates
• At ufone Supply inside is Prefer and PositionReplacement Charts are Maintained to find outright 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 CandidatesSources 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 & slectionProcedure
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 aplications
2. Employment Test
3. Employment Interview
4. Job Offer
5. Medical Test
6. Reference checks
TRAINING & DEVELOPMENT
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.
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 SERVICES
EMPLOYEES 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……