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Contents
Project Information
Introduction of the Company
Mission, Vision and Code of Ethics
Company information
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Board of Directors
HR Department Information
Functions of the Organization
Human Resource Management
Functions of HR Department
Recruitment and Selection
Training and Development
Compensations
Benefits
Performance Management System
Performance Appraisal
Conclusion
Questionnaires
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DEDICATION
We dedicate this accomplishment to our beloved
and caring parents, and to our teachers with
the support of whom we are standing at this
step of our life stairs.
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ACKNOWLEDGEMENT
We bow our heads before ALMIGHTY ALLAH in gratitude,
which blessed us with sound health, talented teachers, sympathetic
Friends and sufficient opportunity to complete our esteemed Project on
Human Resource Management.
It is our privilege and honor to express our deep gratitude
and in calculating thanks to Prof. RIAZ AHMAD MIAN and other staff
members of Hailey College of Banking & Finance Who gave us an
opportunity to benefit from their immense knowledge and experience
without which the work described in this project would not have been
possible.
We feels pleasure in acknowledging with profound sense of
indebtedness, the cooperation and general help of our class fellows
during preparation of this project. We submit my earnest thanks to our
affectionate parents for their moral boosting, financial and spiritual
support during our studies.
Executive Summary
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This project has been undertaken in order to highlight the Human
Resource Practices of Ufone. Its all about !U its all about
Ufone" a compan# $er# highl# spoken of these da#s. % compan#
pa#ing more attention to its customers delights rather then the
customers satisfaction. Ufone is a compan# starting from scratch and
has sho&n utmost performance in the last se$en #ears. Ufone o&es itssuccess to its emplo#ees belie$ing that pro$iding emplo#ees &ith job
satisfaction moti$ates them to &ork hard and pro$ide better results.
About the Project
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This report presents the investigated Human Resource Management
of Ufone. In the modern age of competition human resource management must
be managed efficiently and efficiently.
Throughout the report, the proven fundamentals of HRM are
emphasized. It will be useful to officers who want to work more effectively with
their personnel departments. It will also be useful to human resources
professional who must often assume the role of trainer.
This report may appears to be a strategic resource that will make the
managers job a little easier by demonstrating how to use the tool of effective
human resource management.
HUMAN RESOURCE MANAGEMENT (HRM)
HRM is the process of recruiting, training, appraising, compensating
employees and attending to their labor relations, health, safety and fairness
concerns. Personnel is the key department in any organization, so in the casewith Ufone Personnel department has to care all the important activities. It is
engaged in the process of hiring, firing, training, development and all other
related activities are carried out. Human resource department is also engaged in
process of designing and evaluating the jobs and determining a pay structure for
the jobs.
PURPOSE
The main objective of this project is to analyze a HRM department of a limited
company from various aspects. Discuss the strengths weakness of its policies.
a) recruitment and selection
b) Training and development
c) Employee services, safety, health and welfare
d) Manpower planninge) Salary administration
f) Systems of communication
g) Terms and conditions of employment, etc.
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About the Company
Ufone PT'( is a &holl# o&ned subsidiar# of PT)( established to
operate cellular telephon#. The compan# commenced its operations"
under the brand name of Ufone" from Islamabad on *anuar# +," +--
/uring the #ear" as a conse0uence of PT)(s pri$ati1ation" +23 of its
shares &ere ac0uired b# 4mirates Telecommunication )orporation
54tisalat6. 7eing part of PT)(" the management of Ufone has also
been handed o$er to 4tisalat. /uring the #ear *ul# +--8 to *une +--2"
Ufone continued on the path to success. The )ompan# further
e9panded its co$erage and has added ne& cities and high&a#s. Ufone
has net&ork co$erage in more than :;
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Vision
In order to e$ol$e &ith our customers and to keep pace
&ith #our needs" &e reju$enated and re$amped our image
b# changing our $isual identit#. %t Ufone &e understand
the $alue of &ords and the need to communicate
effecti$el# and efficientl# at all le$els of societ#" &hich is
&h# our primar# focus is on U" our $alued customers
bring strength to our compan#.Aith a fresher look than is accepted and appreciated
across the board b# people of all ages" &e aim to connect
&ith #ou and pro$ide #ou state of the art ser$ices. Bo
matter &ho #ou are" &here #ou are" &hat #ou &ant to sa#"
ho& #ou &ant to sa# it or ho& #ou feel" #ou are our focus.
7ecause at Ufone" its all about U"
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Mission
To be the best cellular option
for U.
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Services line of Ufone
!ere are "#o $asic %ro'c"s of Ufone (Ufone )re%ai* an (Ufone )os"
%ay*+ Bo"! of "!ese %ro'c"s are availa$le a" "!eir franc!ise for %'$lic+
)re%ai
)os" %ai
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)!'P%B %B%(=I=
=tructure of Ufone
Ahen a compan# &ants to compete in inno$ation" it needs to ma9imi1e fle9ibilit#.
Cle9ibilit# is ma9imi1ed b# aggregating &ork into larger" holistic pieces that are
e9ecuted b# teams of higher &ages" high skilled &orkers. ?i$ing the units their o&n
support s#stems and decisionDmaking authorit# to take ad$antage of local opportunities
in regional or speciali1ed product markets also enhances fle9ibilit#.
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.ee%ing in vie# of all "!ese fac"ors "!e s"r'c"'re of Ufone is esigne
i+e+ "!e overall S"r'c"'re of "!e Ufone is /ivisional 01ore ei$le aninnova"ive+ 1ainly Ufone !as fo'r regions an #i"!in "!ose regions "!e
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s"r'c"'re is f'nc"ional +!e ecision aking a'"!ori"y is cen"ralie a"
"!e "o% $'" #i"!in "!e regions i" is ecen"ralie i+e+ regional !eas
!ave "o infor "o% anageen" $efore aking any ecision+
/ivision of $ranc!es geogra%!ically 0oca"ion
!is is #!a" Ufone looks fro "!e organia"ional !ierarc!y %oin" of
vie#+ !ere are eig!" ieren" e%ar"en"s eac! !eae $y a )roec"
/irec"or+ !ey re%or" irec"ly "o "!e C:O+ !ere are fo'r BU 0B'siness
Uni" eac! )roec" /irec"or is res%onsi$le for "!ese eig!" ivisions+ BUs
are ivie geogra%!ically in"o "!ree ivisions
BU ;or"! 0)es!a#ar "o
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H'an Aeso'rce /e%ar"en" a"
Ufone
UFO;: consiers "!eir e%loyees "o $e "!e
asse" of "!e co%any so in orer "o re"ain"!eir e%loyees follo#ing %rac"ices are
follo#e in "!e co%any+
HA )AEC=C:S
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Aecr'i"en" an selec"ion
Orien"a"ion
raining an evelo%en"
Co%ensa"ion an Bene"s
)erforance E%%raisal
GOA. FOAC:
HA a" UFO;: is ivie in"o "!e follo#ing "#o aor
ca"egories
)eranen" :%loyees 0,5--?2---
E%%roia"ely
O'"so'rce :%loyees 02--- E%%roia"ely
)eranen" e%loyees
HA )eranen" e%loyees are f'r"!er ivie in"ofollo#ing "#o ca"egories+
O%era"ion
raining an /evelo%en"
O%era"ional /e%ar"en"
=" covers all "!e areas incl'ing !iring recr'i"en"
selec"ion an %ayroll e"c+ HA o%era"ion "ea
anages all "!e e%loyee ac"ivi"ies ga"!ers all "!einfora"ion an ake 'se of i" for f'r"!er
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%rocesses+
raining an /evelo%en"
HA "ea of "raining an evelo%en" ake
a %erforance eval'a"ion of all "!e e%loyees an"!e see #!ere "!e ga% occ'rs $e"#een "!e ac"'al
%erforance an "!e esire %erforance+ !en
"raining is esigne for area #!ic! nees "o $e
i%rove+ On "!e o$ an o "!e o$ $o"! "!e
"rainings are given accoring "o "!e nee of "!e
e%loyee+
:%loyee Bene" & Co%ensa"ionF raining & /evelo%en"
F :%loyee 1o"iva"ion
F Ae"en"ion of :%loyees
F Career )lanning S'ccession )lanning
F :%loyee Aela"ions Co'nica"ion
F :%loyee E#ars
F :%loyee :ven"s 1anageen"
F 1eical & ife =ns'rance
)!'P4B=%TI!B %B/ 74B4CIT=
Ufone follo& the performance base pa# structure and pa# for theirperformance and &ork output.
)ompensation
The total returns &hich an emplo#ee gets against his or her &ork.
It ma#beE
4mplo#ee Health Plans
4mplo#ee Insurance4mplo#ee (ea$e
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4mplo#ee Retirement Income =ecurit# %ct
49ecuti$e )ompensation
'aternit# F Paternit# 7enefits
Pension F Retirement Plans
Aages F =alaries
Aorkplace Programs
Compensation strategies are usually market based and is linked with the performance with a
greater emphasis on variable pay. Salary adjustment is based on the performance, market
movement and internal/ external equity adjustment. evision of compensation is based on
total pay and moneti!ation of benefits.
(e$els of UfoneEHierarch#
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Indi$idual =alar# Ci9ationE
The Ufone seeks the market trend and tr# to compete &ith market for
indi$idual salar# fi9ation but the# also anal#1e their o&n financial
positions and budgeting" it also $aries from department to
department.
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)urrent 7ase Pa#E 5*ob 7ased =tructure and competiti$e6
The Ufone follo&s the job based structure" and compensate its
emplo#ees for the &ork the# ha$e done" for their tasks and duties the#
performed" their &ork content" beha$iour and for theirresponsibilities.
To de$elop this structure Ufone conducts some sur$e#s" to compete
&ith others in the same industr#.
Aork %nal#sis
4$aluation F control
'arket trends
4mplo#ee *./
=ur$e#sPolic# (ines
Total )ompensationE
49ampleE
2-3 7asic Pa# 8Dk
:-3 House Rent
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!rg
?ratuit# If &ork for - 'onths
7onuses .;3 !f ?ross salar#
Incenti$es
!nl# =ales department
depend upon their
performance.
%ssistant 'anager (e$elE
+8--- )ar allo&ance +-- (iters petrol G 'onth
'anager le$elE
)ar 7lackberr#
=enior 'anagerE
Islamabad )lub 'embership 7'A )ar House Coreign Tours
Curther Ufone has de$eloped some grades for emplo#ees.
% is the minimum grade and H is the ma9imum grade and the#
compensate their emplo#ees on the basis of their grades.
?rade % 8-- minutes 8-- Rs mobile usage. =ame like this all other
benefits.
%fter e$er# T&o #ears Ufone gi$e the amount of Rs 2--- to lo&er le$el
emplo#ees if the# &ant to purchase a ne& mobile and this limit
increases as grade increases. %t each stage the amount is different.
Cood =ubsid#E
=.4" 49e" '.T so on
Rs 28Rs ,8 )ompan#
%.' and %bo$e
2- R=
IncrementsE
The increments are totall# based on the performance of the emplo#ees and
their seniorit# le$el.If the scale is 8---D+---- then the increment is the +-3 of the base pa#"
but if an# emplo#ee sho&s the performance then this ma# increase up to
:83 to 8-3.
'anagersE Inno$ati$e ideas
=ilent Aarriors
Recognition of The &orkE
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"n #an $% &anniversary of 'fone(.
)mployees who is working in 'fone for seven years or more then seven years gets Cash
ewards, *rophy, badges and other things.
+eave fair assistance
year $- holidays ross salary
- leaves $+012s
3ermanent )mployees4
5umber of employees4
1round 6-- 7 $---
8inimum scale starts from 6--- 7 $----8aximum C.)." &5ot disclosed by the organi!ation(
'0"5) focuses on providing a large number of the compensation and benefits to its
employees in a form of the following categories4
'inimum &ageE*he minimum salaryfor 9:rivers; is s.6--, for 1dministrative Staff like ?, 0inance, 8arketing, etc it is s.$---- and for
)ngineering it is s.$---- to $6---.
'edical %llo&anceE gross salary per year is given to each employee@ half isgiven in mid of the year and remaining half will be given at the end of the year.
Health InsuranceE+ike all other cellular companies 'fone also provides healthinsurance policy to its employees.
(oan InsuranceE1t 'fone loan insurance policy is also provided to their employeesthrough banks.
Transport allo&anceEs $6-- are given to female employees only, if they travelon local transport.
House RentE-A of the basic salary is given to each senior/ executive levelemployee.
!$ertimeE1ll employees are entitle for the overtime more then B- hours per month.0or overtime '0"5) have specific formula that apply on the employees gross salary, due to
which every employee have different per hour overtime rate.
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4!7IE)"= is contributed as per the standard
)hildren 4ducation allo&anceE gross salary per year
Pro$ident CundE1ll permanent confirmed employees are eligible for membershipof 'fone )mployee 3rovident 0und Scheme. 1n employee contributes D.BBA of month basic
salary in a year and an equivalent amount is being contributed by the employer.
(ea$esE< Casual and - sick leaves are given to each employee at all level.
Tra$el Polic#E evised and categori!ed different levels such as the senior level, themiddle level and the junior level staff.
'eal deduction )laims4 8eal books are to be maintained of each employeewho issues it, their name, employee number, designation, signature and number of book and
date at which it is issued has to be recorded. *he reason for maintaining the record is that the
company pays >-A of the expense came over the food while -A has to be deducted from
the employee2s salary.
49pense )laim4 *he expense Claims are the expenses which an employee make onthe behalf of the company ).g. fuel used for business travel, overnight stays on a business
tour etc, such claim are made while returning back to the office , after the whole process the
? pay them back the next month along with their salary.
!$ertime )laim4 f an employee has worked for more than the regular time, theyclaim for the overtime amount other than their salary which they receive the next month.
"vertime claim have to be approved through ? department.
'edical )laimE :ifferentmedical facilities are provided to employees at differentlevel of hierarchy, so if any employees make use of this facility they can claim for the
amounts to be return next the month while submitting the hospital receipt. *heir medical
clearness is done by the ? department.
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'obile deduction )laimE Such an expense claims which are made if anemployee has made long duration call for the official purpose and they have exceeded the
limit given to them then they can make a claim by attacking a copy of mobile bill and if its
valid then ? department approved it and pay the employee their claimed amount along with
their monthly salary of the following month.
/ispatching of =alar# =lipsE Eendor prepares the salary slip and dispatch it to
the ? department, further ? head office send it to the regional ? departments theirconcerned employees salary slip and they either give their employees through cash or transfer
to their accounts.
=alar# =ur$e#sCollections of salary and market data, it includes average salaries, inflation indicators, cost of
living indicators, salary budget averages. 'fone conducts its own market survey and match
its standards with other telecommunication companies specifically with 8obilink and telenor.
&esearch firms and personally(
The job evaluation method of Ufone is lined to appraisal system. Whenever the
appraisal report of any employee is generated he is being paid according to his
performance. The job is evaluated on the basis of appraisal reports. If any post is
vacant those past performance on that post is evaluated and the market
conditions are observed and then the job is evaluated. The value for the job is
concerned with the performance report. The value of any job can be increased if
the employee on certain post has performed very well and his appraisal report is
very outstanding then according to his performance value of job is increased and
this process is carried out by the HR department of Ufone. oreover! the jobevaluation is linked with the merit. "ny person who is employed on merit and is
performing very well will be given salary on the basis of his performance and
merit.
The job evaluation method was not very much good in the past but now it is
linked to appraisal system of Ufone.
The present basic salary structure of Ufone is based on #ob description $Tasks and
duties performed%.
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*ob anal#sis procedure of the Ufone
There are mostl# follo&ing procedure of the Ufone about anal#sis of a
jobE
/irect !bser$ations
Inter$ie&s
Ho# Ufone for'la"e o$ escri%"ion an s%ecica"ion
=n Ufone os" of "!e anno'nceen"s for o$s are $eing
one "!ro'g! ne#s%a%ers !aving #ie circ'la"ion in "!e
co'n"ry+ G!enever Ufone oers any o$ i" also escri$es
"!e res%onsi$ili"ies an '"ies #i"! in a o$ "o $e
%erfore+ !e HA %eo%le af"er analying any o$ "!a"
!as $ecoe vacan" akes a o$ escri%"ion ening
clearly #!a" "!e o$!oler #ill o an !o# i" #ill $e
one+ On "!e #!ole o$ escri%"ion enes
c!arac"eris"ics of o$ environen"al coni"ions an
res%onsi$ili"ies of "!e o$+
!e HA %eo%le ene "!e o$ in s'c! a #ay "!a" i"
clearly escri$es "!e o$ an g'ies ne# e%loyees
#!a" "o o e"c+ no# "!ey are oving "o#ars :?
Aecr'i"en" also "o ens're $es" cania"es a%%ly for
"!e o$s an %rofessional %eo%le are e%loye in "!e
Organia"ion+
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J'alica"ion reD'ire for a o$
Skill reD'ire for a o$
:%erience reD'ire for a o$
#ob &escription
H'an Aeso'rce /ivision analyes eac! o$ an i"s
reD'ire o'"coes+
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Task is to complete the job related activities.
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):AFOA1E;C: 1E;E@:1:;
SS:1
O$ec"ive of "!e )erforance
1anageen"I
!e $asic o$ec"ive for %erforance UFO;:
e%loyees circles aro'n "!e follo#ingI
o look a" )erforance sys"e as a eans "o an en
Se""ing an inivi'alKs goal
Eligning goals across "!e co%any
:ns'ring e%loyees ge" coac!ing fro anagers/e"erining eri" %ay
=en"ifying "raining an evelo%en" nees
)roviing a"a for %roo"ion ecision
=n%'" fro 'l"i%le so'rce on #orker %erforance
!e )erforance E%%raisal )rocessI
!e )erforance a%%raisal sys"e 'se $y
UFO;: for revie#ing "!e %erforance s"a"'s of
i"s e%loyee s"ar"s #i"! ien"ifying s%ecic
a%%raisal goals se" $y eac! @ro'% for eac! care+
Ef"er "!is a e"ail o$ analysis is one #i"!
looking in acco'n" "!e o$ e%ec"a"ion an "!ena"c!ing "!e ac"'al %erforance #i"! "!e
esire %erforance+ Ef"er#ar "!e %erforance
is a%%raise accoring "o "!e se" s"anars an
"!is a%%raisal is no" one $y "!e s'%ervisor
alone "!eir aor foc's is on "aking in"o "!e
acco'n" "!e e%loyeeKs %ers%ec"ive as #ell+
!erefore #!enever "!e a%%raisal is one
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e%loyee is f'lly %ar"ici%a"ive in "!e %rocess+
)erforance E%%raisal 1e"!o Use
$y UFO;:
UFO;: is 'sing ,8-?/egree )erforance E%%raisal
1e"!o+ Gi"!in "!is e"!o anagers %eers
c's"oers or colleag'es are aske "o co%le"e
D'es"ionnaire on "!e e%loyee $eing assesse+ =n
UFO;: %erforance of an e%loyee is a%%raises
"#ice a year+ Once in
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employee have to showconsistent performance to win reward ne't time.
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(ompensation Responsibilities of Ufone
HR &epartment
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Co%ensa"ion Einis"ra"ion 0esigning an
ins"alling o$ eval'a"ion %rogra %ay s"r'c"'re
analying o$s an "!eir ollar?#or"! ain"aining
s'i"a$le recors #age an salary s'rveys of "!e
la$or arke"+
Heal"! an Safe"y 0!eal"! %rogras safe"y
%rogras 1eical facili"y+
:%loyee rela"ions 0#ages ra"es of %ay !o'rs of
#ork coni"ions of e%loyen" nego"ia"ion
con"rac" in"er%re"a"ion an ainis"ra"ion
grievance !anling alloca"ion of over"ie+
Bene"s an Services 0ins'rance %rogras
rans%or"a"ion facili"y sick leave %ay %lans loan
f'ns FE salary early $on's %rogras along #i"!
s%ecial $on'ses for ac!ieving !ig! "arge"s+
:%loyees Aeac"ion "o "!e sys"e
Es en"ione a$ove "!a" Ufone follo# "!e o$ $ase an
co%e"i"ive s"r'c"'re so "!is "!ing is in "!e na"'re of
!'an "!a" "o reac" agains" any sys"e $eca'se $yi%leen"ing s"r'c"'re every $oy in "!e organia"ion
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"!inks "!a" !e or s!e is oing 'c! an organia"ion is
no" "rea"ing "!e #ell #i"! "!e co%arison of o"!ers+
B'" a" Ufone as #e o$serve os"ly of "!e %eranen"
e%loyees are D'i"e sa"ise #i"! "!is sys"e as
co%are "o "!e con"rac"'al e%loyees+ !eir reac"ion
"o#ars "!e sys"e is coo%era"ive $eca'se of "!eir
a%%raisal sys"eM "!e Ufone %erforance a%%raisal
sys"e is very eec"ive af"er every si on"!s every$oy kno#s "!a" #!a" "!eir score is+ Ufone is a
%erforance orien"e organia"ion so "!ey co%ensa"e
"!eir e%loyees on "!e $asis of "!eir %erforance so
every $oy kno# "!a" if "!ey s!o# "!e res'l"s "!en "!e
organia"ion #ill co%ensa"e "!e goo if no" "!en "!ey
#ill never e%ec" !is is a goo a%%roac! for
%erforance orien"e organia"ions "o i%leen" "!e
sys"e like "!is $eca'se of "!is sys"e every $oyin"eres"s involves in i"+ En "!e Ufone also ao%"e "!e
Co%e"i"ive a%%roac! for co%ensa"ion $eca'se of "!is
sys"e every e%loyee kno# #!a" "!e o"!er
organia"ions are %aying for "!e sae o$ an #!a" "!ey
are ge""ing is fair or no"+
Soe are no" sa"ise $eca'se "!ey "!ink "!a" #e are
very senior an "!e organia"ion s!o'l !ave "o
co%ensa"e 's for o'r seniori"y no" for o'r #ork one0oyal"y fac"or involves+
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)rincipal fault lines and some
suggestions for improvement
G!ile ans#ering a D'es"ion "!e anager of H+A
e%resse !is "!o'g!"s "!a" "!e e%loyees #!o are
!ire $y "!ir %ar"y an #orking in organia"ion on
con"rac"'al $asis "!e anager ans#ere (#e onK"
#an" "!e so #e are no" $o'n "o co%ensa"e "!e
eD'ally in co%arison #i"! o'r %eranen"
e%loyees*+
=n o'r %oin" of vie# as #e see "!e organia"ion sie
g'res "!a" s!o# "!ere are ore "!en 2---
e%loyees are on con"rac"'al $asis #!ic! are ore"!en "!e 55L of "!e overall sie of "!e organia"ion+
En all "!ose e%loyees are no" 'c! sa"ise
$eca'se of "!ese cri"eria an "!ey are a $ig %ar" of
"!e organia"ion "!ey are s"resse #i"! "!eir o$
$eca'se "!ey are ge""ing only salary no" $ene"s or
any o"!er co%ensa"ion "ools agains" "!eir #ork+
!is "!ing s!o#s "!a" "!ere is a lack of o"iva"ional
fac"or aong con"rac"'al e%loyees an ca'se
increase in "'rnover ra"e+ !ese "!ings increase "!e
cos" of ne# !iring an "raining of ne# e%loyees+
Ge o$serve ano"!er i%or"an" %oin" #i"! "!e
%ros%ec"ive of H'an Aeso'rce %rac"ices "!a" in
organia"ion "!e conce%" of rela"ional re"'rn is no"
very sa"isfac"ory $'" "!is a""er a lo" in
organia"ions like Ufone+!ir se"$ack is "!a" "!ey !ave soe %ro$le #i"!
"!eir %ayrollM "!e organia"ion sie is ore "!e 4---
e%loyees $'" "!ey !ave only "#o eec'"ives #!o
are #orking for "!e %ay roll an on "!e
co%ensa"ion so "!ere are any "ro'$les "o r'n "!e
%ayroll acc'ra"ely an co%ensa"e every one fairly
on "!e $asis of "!eir %erforance $eca'se of #ork$'ren+
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Ge "!ink "!e Ufone s!o'l !ave "o foc's on "!e
con"rac"'al e%loyees an nees "o o"iva"e "!e
$y co%ensa"ing fairly #i"! co'nica"ion an
ake "!e 'ners"an "!a" #!a" "!ey are ge""ing is
fair+
!ey !ave "o %rovie "!e soe necessary $ene"s
$on'ses an incen"ives accoring "o "!eir
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CONCLUSION
Ufone Pakistans Largest Communication
Companu. In order to run and manage such company, wehave employed large number of professionals in all fields
i.e. Marketing, Finance/Accounts, General Management &
Administrations. To manage and motivate all these
people has highly qualified team in HR Department. The
company provides excellent training programs for
employees HR training centre. And all other functions of
hr department such as compensation alary,
communication systems, and labor union relationship are
beautifully performed
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QUESTIONARE
Questions: Recruitment and Selection.
Q: 1 What is your selection procedure?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What is your selection criteria?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What type of hiring you prefer internal or external?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What type of interviews you conduct?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Who conduct the interviews?
___________________________________________________________________________
___________________________________________________________________________
Q: 6 Where you advertise the vacancies?
___________________________________________________________________________
___________________________________________________________________________
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Questions: Training and Development.
Q: 1 Is there any training and development plan for the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What type of trainings are provided to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 Are the trainings delivering the desired results?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 Are the training internal or external?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Is there any educational or professional assistance plan for the
employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 6 Is there any training regarding safety, social and based on behavior
attitudes?
___________________________________________________________________________
___________________________________________________________________________
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Questions: Employees Services Safety, Health & Welfare.
Q: 1 Is there any occupational health & safety policy of the company?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 Is there any Health plan for the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What types of medical facilities are available to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 What types of benefits are given to the employees on recruitment?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What types of loans your company offers to the employees?
___________________________________________________________________________
___________________________________________________________________________
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Question: Salary Administration.
Q: 1 What is your salary structure?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 Is your salary market base and how you define it?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 At what date you pay the salary to the employees?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 Can any employee get salary in advance?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What is the procedure to pay the salary to the employees?
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Questions: System of Communication.
Q: 1 What do you mean by systems of communications?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What are the forms of communication in the workplace?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 What are the forms of communication in the company?
___________________________________________________________________________
___________________________________________________________________________Q: 4 What is the acceptable use of communication systems?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 What types of disciplinary actions can be taken for unacceptable use of
communication systems?
______________________________________________________________________________________________________________________________________________________
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Questions: Negotiation with Union.
Q: 1 Have the workers right to form or join a union?
___________________________________________________________________________
___________________________________________________________________________
Questions: Terms & Conditions of Employment.
Q: 1 What are the general conditions for selection of a candidate?
___________________________________________________________________________
___________________________________________________________________________
Q: 2 What type of information Company collects from the candidate?
___________________________________________________________________________
___________________________________________________________________________
Q: 3 Are there any probationary period for the job and what is it time duration?
___________________________________________________________________________
___________________________________________________________________________
Q: 4 How the company decides the salary of newly appointed employee?
___________________________________________________________________________
___________________________________________________________________________
Q: 5 Is any written job responsibilities are given to the employee?
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___________________________________________________________________________
___________________________________________________________________________
Q: 6 What is your total remuneration package for the employee?
___________________________________________________________________________
___________________________________________________________________________
Q: 7 What is employee transfer and relocation policy?
___________________________________________________________________________
___________________________________________________________________________
Q: 8 What is the termination procedure of the company?
___________________________________________________________________________
___________________________________________________________________________