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STARTS WITH THE NAME

OF ALLAH

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Comparison of HR Departments ofComparison of HR Departments of

UfoneUfone && MobilinkMobilink

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Group MembersGroup Members

y Bilal Saeed Bhatti

y Saima Maqsood

y

Rana Bilal Javaidy Ramiz Raja

y Maryam Dastgeer

y

Zohaib Ahmad

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Introduction ofIntroduction of BothBothCompaniesCompanies

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Saima MaqsoodSaima Maqsood

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History ofHistory ofUfoneUfone

y UFONE commenced its operations, under the brand name of Ufone,

from Islamabad on January 29, 2001.

y Ufone expanded its coverage and has added new cities and highways

to its coverage network. After the privatization of PTCL, Ufone is nowowned by Etisalat.

y Ufone expands network to cover over 1,500 cities, towns, villages and

all major highways in the country.

y Ufone has a subscriber base of 12.49 million as of April 2007 and has

network coverage in more than 1600 cities.

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Vision and Mission of UfoneVision and Mission of Ufone

y The companys vision simply states,

To be the leading telecommunication serviceprovider in Pakistan by offering innovate

communication solutions for our customers whileexceeding shareholder value & employee

expectation..

y The mission statement is,

To be the best cellular option for U.

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History OfHistory OfMobilinkMobilink

y Pakistan Mobile Communications Limited (Mobilink), a subsidiary of

Orascom Telecom.

y Mobilink 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 28 million and growing

y Mobilink covers 10,000+ cities and towns nationwide as well as over

130 countries on international roaming service. In other words, we

speak your language, everywhere.

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Vision and Mission of MobilinkVision and Mission of Mobilink

Mobilink's Vision

To be the leading telecommunication services provider in

Pakistan by offering innovative communication solutions of our

customers while exceeding shareholder value and employee

expectations

Mobilinks Mission

To be the unmatchable mobile system of communications in

Pakistan this provides the best value to its customers, employees,business partners and shareholders

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CompetitionCompetition

Both the Companies are facing competition from all the operators

in telecom. Human Resource Departments of both companies are

in constant need of new employees. So there is stiff competition in

the telecom market for both companies.

Other Competitors are:-

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Bilal JavaidBilal Javaid

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HR DepartmentHR Department

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Human Resource DepartmentHuman Resource Department

In Mobilink

Has very defined and wellstructured department and itsvarious policies of keepingeach employee productive part

of the organization are intonedwith the corporate worldsrequirement.

Employees in the company arelargely committed to theirorganization and have shownprogress in the company.Employees are satisfied withthe HR department ofMobilinkGSM Company.

In Ufone

At Ufone, the HumanResource Department is calledthe Peoples Excellence.

Employees are also in thiscompany are largelycommitted to theirorganization and have shownprogress in the company

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HumanHuman Resource Department (Resource Department (cont)cont)

In Mobilink

Mobilink has one of the best

HR systems in Pakistan that

gives it an edge over itscompetitors.

Mobilink has 8 more offices ofHRD in major cities ofPakistan which includes

Lahore, Karachi, Multan,Faisalabad etc

In Ufone

Ufone has also very goodHR system. Company tryinghard to compete Mobilink

In Pakistan it has threeoffices, the main one being inIslamabad. The other twooffices are in Lahore andKarachi. The HumanResource Manager leads theHRD in Lahore.

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Human Resource ManagementHuman Resource Management

Practices betweenPractices betweenUfone &Ufone & MobilinkMobilink

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Job AnalysisJob Analysis

y Peoples excellence of Human Resource Department at Ufone and

HR managers of Mobilink revises Job Descriptions every six

months.

y The Line Manager collects information such as work activities, on

job behaviour, working conditions and personality traits

y This information is collected through surveys and questionnaires.

y Semi-annual revision of job descriptions is done because these are

an important input in all the Human Resource functions.

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Outside Sources of CandidatesOutside Sources of Candidates

y Advertisements:-Both Ufone and Mobilink advertise its jobopenings via the print media. These advertisements specify the jobdescriptions and criteria for the position.

y Job Fairs:-Ufone and Mobilink is an active participant in thevarious Job Fairs and Career Days.

y Company Website:-The main source of candidates for Ufoneand Mobilink is their website.

y Internships:-Both Mobilink and Ufone offer internships toundergraduates and graduates. If interns do well, they may beoffered a job.

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Application ProcessApplication Process

y With the advancement in the technology, application for all

positions at Ufone and Mobilink are done online.

y A new applicant goes to the website and uploads his or her resume

in their database. The company accepts online CV

s only ashardcopies only add to the clutter.

y Upon submission the applicant receives a unique CVTracking

Number and Password in email

y If the applicant is short listed the company contacts him/her

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Recruitment and SelectionRecruitment and Selection

This Human Resource practice at both the companies is

decentralized

Selection Tests:

y The tests are specifically designed according to the job in Mobilink

and in Ufone they do the same job

y They may test cognitive abilities test. For instance, for an Officer in

the Customer relations Department is tested on listening ,

speaking and hearing.

y Customer Relations Executive is tested on interpersonal andcommunication skills and the Operations and Maintenance

Engineer is tested on cognitive abilities.

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Ramiz RajaRamiz Raja

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InterviewingInterviewing

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InterviewingInterviewing

In Ufone Successful candidates are

called for interviews. The

interviewing process is

rigorous. The applicant who clears the

test is interviewed twice at

Ufone. The candidate is

interviewed by:

The department head

Human Resource

Department

In Mobilink At Mobilink applicant is

interviewed once and judged

by the Human resource

Department. If there is shortlist of candidates like 3 or 4

best applicants then the Hr

dept interview them again.

All interviews areunstructured. The content of

the interviews is not defined.

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Training & DevelopmentTraining & Development

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Training and DevelopmentTraining and Development

In UfoneTraining the employees and

developing their skills is theroot of Ufones success.

Ufone starts to work on this

training and development

process from the very first

day the employee enters the

organization

In MobilinkIn order to make its human

resource productive andefficient, Mobilink aggressively

work in developing its human

resource capital through

international and local

trainings as well as structured

employee

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OrientationOrientation

In Ufone The orientation begins with

the introduction of their fellow

employees and the supervisors

in order to make them feelwelcomed at the company

It then proceeds to the

explanation of the culture, the

norms and values

In Mobilink When the employee is hired

he get proper orientation and

that orientation may exceed

to few months until he get thefeeling of affiliation and get to

know the organization well.

Orientation and induction is

required for employee

familiarization with the

organization and Mobilink is

well aware of this fact.

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METHODS OF TRAININGINMETHODS OF TRAININGIN UfoneUfone

Ufone trains its employees using both on-the job and off-the-job

training methods

On-the-job Training Method

y At Ufone, generally on-the job training is done through job

rotations

y They cannot be given the permission to deal with the confidential

information

Off-the-job Training Method

y Off-the-job training is done through seminars and role playing

y A representative from each centre of the department is sent to the

seminar for learning new skills that are essential for carrying out

the job more efficiently

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METHODS OF TRIANINGINMETHODS OF TRIANINGIN MOBILINKMOBILINK

On Job Training, Special Training Sessions ,Team Building ,Problem Based

Refresher Courses

Types of Training in MobilinkOn a general basis the training done in Mobilink can be divided intotwo categories:

Soft skill training:Helping your employees develop a strongerbase of knowledge on topics that affect their personal lives can

make them more productive and less distracted in their jobs

Technical Training:This type of training has direct effect on thejob of the employee. Specific skills are focused and developedaccordingly

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Maryam DastgeerMaryam Dastgeer

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MOTIVATIONMOTIVATION

In Ufone Ufone has very motivational

environment

Employees are safe inknowing that they will be

rewarded for any exceptional

work. This reward is not only

monetary. It is accompanied

by the employee being given

recognition and greater

empowerment

In Mobilink There is a well-devised system

that MOBILINK follows for the

purpose of motivation. It

includes both financial and non-financial rewards along with themajor Motivators and

Dissatisfies

Mobilink has a set of financial

rewards, medical, dental,vision and life insurance,

retirement plan, educational

etc

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CompensationCompensation

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Compensation Policies atCompensation Policies at UfoneUfone

Pay Policyy Ufone follows a market lead policy in compensating its employees

y They are known to be the Pay Mastersin the telecommunication

industry

y In comparison with its competitors i.e. Mobilink, Warid and Telenor;

Ufone has defined the highest pay rates for its employees.y The differentiation strategy that is being followed at Ufone can only

be justified by the market lead policy i.e. by determining the payranges higher than the market pay line.

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Compensation (cont)Compensation (cont)

PPay Policyay Policy

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Pay Ranges:These pay rates are defined on the basis of prior jobexperience and qualification.

Allowances: Ufone also provide allowances for house rent,utilities and medical

Provident Fund:The company allocates each employee aprovident fund on retirement

Gratuity: It is the lump sum amount the company pays theemployee on retirement.

Social Security: Social Security tax is withheld from anemployee's salary. At Ufone, this includes hospitalization For

instance, an employee at Ufone who is being paid Rs.5000 per

month is given 7% as social security

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BenefitsBenefits

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Benefits and services at UfoneBenefits and services at Ufone

y Bonus

y Medical facility

y Leave FareAssistance (LFA)

This assistance is provided by the company to employees to travel

away from their place of work for recreation and annual leave

y Annual Leave

y Medical Leave

y Paid Holidays

y Increments

Performance Increment

Excellent 25% of basic pay

Good 18% of basic pay

Fair 5% of basic pay

Unsatisfactory Nil

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Benefits and services at UfoneBenefits and services at Ufone

y Life insurance

y Mobile connection

y Health insurance

y Transport facilty

y Career Advancement Policy

If any employee wishes to pursue higher

studies the company is willing to fund it

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Zohaib AhmedZohaib Ahmed

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CompensationCompensation policies atpolicies at MobilinkMobilink

y Mobilink has a separate department for compensation

y Compensation and benefit plans are particularly based on

performance in mobilink

y If performance is up to the standards of Mobilink and the employee

has good conducts he is rewarded

Pay policyy Mobilink has not the highest pay rates for its employees as

compare Ufone.

y Upon termination of services the employee will receive his salary

within 15 days up to the time of date of his last working day

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Promotions:In MOBILINK promotions are based on themerit and seniority (experience) basis. The one who performs well

consistently over time gets reward in the form of promotion.

Bonuses:In MOBILINK employee may receive 1 to 3 monthbonus subject to evaluation of accomplished objectives. In Mobilink

the reward system is based on the individual performance and

individual employee performance is judged for the reward

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Performance AppraisalPerformance Appraisal

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UfonesUfones Performance Appraisal andPerformance Appraisal and

Incentive PlansIncentive Plans

Ufone uses management by objectives (MBO) to conduct

performance appraisals

The employee and the manager mutually decide upon the

employees goals and targets

The goals of the employees are enlisted in the employeesrespective KPI

Comparison method

Once the goals have been decided upon, by the departments head,

the next step is to judge the subordinates performance

Feedback

Key players in this process are employees/colleagues, customers,

supervisors and assistant managers.

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Appraising Performance (cont)Appraising Performance (cont)

360degrees feedback

The employee is rated on the performance by people who know

something about them i.e. supervisors, colleagues etc and upon

their work

Direct reports, peers, managers, customers or clients, in factanybody whose opinion is respected i.e. customers is included in

the feedback process

Supervisors Feedback

The supervisor monitors the performance of the employee

throughout the year and their attitude towards their job

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Appraising Performance (cont)Appraising Performance (cont)

Appraisal Interviews

After the evaluation of performance by the supervisors, the manger

conducts a meeting with the concerned employee and takes his

opinion about his appraisal.

Promotion Criteria

Employees are promoted on basis of competence. If an employee

has performed well i.e. achieved all his targets, met his goals; he is

considered as a candidate for promotion to the higher rank.

Measurement of competenceEmployees competence is judged over his ability to meet his goals

and targets. Prior performance experience is an added advantage in

measuring employees competence

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Bilal Saeed BhattiBilal Saeed Bhatti

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Appraisal Performance at MobilinkAppraisal Performance at Mobilink

Objectives of PerformanceAppraisals

To measure the work performance

To motivate and assist employees in improving their

performance

And achieving there professional goals

To identify employees with high potentials for

advancements

To identify employees training and development needs

To provide a solid path for career planning for each

individual

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Appraisal Policy:

The intent of these appraisals is to review current job performance

and responsibilities, set goals and discuss further opportunities with

reference to past performance at Mobilink.

Performance Review:

At MOBILINK a review is intended to be an open and frank

discussion between an employee and their Team Leader/Manager

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Appraisal CategoriesAppraisal Categories

Appraisal category Definition of category % Of total numbers of

employees which can be rated

in this category

1.Expert Indicates exceptional

performance

15%

2.Very Good Indicate performance thatconsistently meets the

requirements of the position,

very good indicates the

individual is on track for

advancements

10%

3. Good Indicated performance thatrequires improvement (i.e.

meet requirements without

initiative or advancement)

8%

4. Basic Performance to be improved

(hardly meets requirements)

5%

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y Sources of PerformanceAppraisal:

At Mobilink the primary sources of performance appraisal are the

managers and secondary sources are employees themselves.

Though the peers also give their opinion but it usually does not

have any weightage unless a conflict arises between the manager

and the employee.

y Feedback:

Workers at MOBILINK are informed of their performance and

given the opportunity to express their opinion over their own level

of performance against each competence.

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Promotion Policies

The new company structure is in five layers, comprisingassociates, specialists, managers,directors and chiefofficers

Until approved otherwise, it would be mandatory for the

employees to spend the following maximum period at each levelbefore a promotion to the next level depending upon availability ofa slot:

Associate 3-4 years

Specialist 3-4 years

Manager 2-3

years Director According to the

president decision

Chiefs According to thepresident decision

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ConclusionConclusion

y Mobilink has a strong HR system than the

Ufone. There are some minor discrepancies in

Mobilink HR system but they are adjustable

with little effort and we have given somerecommendations by which we think that the

HR function of both the firms can be improved.

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Suggestions for ImprovementSuggestions for Improvement

y Recruitment and selection

For job analysis the companies should employ

quantitative techniques such as PositionAnalysis Questionnaire for data collection

Recruitment procedure could be improved if

it were centralized

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Training and development

A better option would be to start coaching programs instead of

OJT for Ufone (audio-visual based training)

Compensation To improve compensation system both the companies should

establish different salary structures and merit budgets for

different job families

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y Performance Appraisal

Ufone should use BARS instead of 360

degree feedback

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Documents