GLORIOUS EAGLESGLORIOUS EAGLES

GROUP MEMBERSGROUP MEMBERS

HURMAT FAIZA (Group leader) 9107AAIZA MANSOOR 9105ASMA AHMAD 9124MAFIA NAZAR 9136

A group presentation given bySemester 3rd students of MBA-ECON

VISION STATEMENT OF NETSOL“By 2010 we want to be a No.1 IT Solution

provider in Asia Pacific for the Lease & Finance sector and we also want to be the

best IT Company in Pakistan.”    

NETSOL IT COMPANY & ITS HR PROJECT

MISSION STATEMENT MISSION STATEMENT

“Deliver High Quality, innovative and best-in-class IT solutions and services to help our

customers achieve their business objectives and operational efficiencies.”

CORE VALUESCORE VALUES

Caring attitude towards their employees. Challenging & harmonious working environment. Maintaining long lasting relationships with its

customers. Promoting learning environment for employees. Maintaining the quality of service delivery. Boosting productivity through Best Practices,

innovation & imagination.

ETHICAL PRACTICESETHICAL PRACTICES

Observing the laws & regulations of the companyProhibition of briberyCompetitors’ compliance with anti trust and competition rules in the market place.Maintenance of the confidentiality of price sensitive information.The price sensitization is strictly prohibited inside information for their personal advantage.Such situation are avoided where personal interests could be conflicted.

VISION OF HR DEPARTMENTVISION OF HR DEPARTMENT

“Align Human Resource Capital with Corporate Objectives.”

  

MISSION STATEMENT OF HR DPTT.MISSION STATEMENT OF HR DPTT.

“To attract, develop, reward, retain and motivate our valuable asset by ensuring highest level of employee

satisfaction.” 

OBJECTIVESOBJECTIVESTo be a true EEO (Equal Employment Opportunity) Employer To determine and categories the organizations long range and short range HR needsTo attract the right potential candidate to the right jobTo satisfy and strengthen excellence of the workforce.To explore new recruitment sources To have trusting good relationship with all the departmentsTo provide the best services in HRTo maintain database of quality applicants

HR- FUNCTONS of NETSOLHR- FUNCTONS of NETSOLStrategic HR ManagementHR Planning Designing & Implementation of Human Resource Policies/ ProceduresHuman Resource Development (HRD)Career ManagementCompensation/Benefits/ Perks ManagementPerformance ManagementEmployee Relationship ManagementJob SatisfactionEnvironment, Health & Safety Management (EHS)HRIS-HRMS HR AuditingTravel ManagementEntertainment Management

STRATEGIC HR MANAGEMENT @ STRATEGIC HR MANAGEMENT @ NETSOLNETSOL

To conduct SWOT analysis.To set HR objectives/goals.To formulate policies, procedures and strategies .To forecast/plan the Human Resource Requirements to address the goals.To design the skill set and knowledge base for Human Resources to accomplish the goals.To create career paths for Human Resources.To reward and retain the Human Resources.

  

RECRUITMENT @NETSOLRECRUITMENT @NETSOL

To control hiring costs after selection, orientation, and start-up (training etc.) as well as costs associated with employee replacement. Choosing Recruitment SourcesUntapped Recruitment Sources Remote AreasPhysically disabled Employees Diversity

RECRUITMENT & SELECTION RECRUITMENT & SELECTION PROCESSPROCESS

Generally recruitment starts from the time when a position is opened in any specific departmentIt can be proceed internally if the HR department gets a requisition from people already working in the company it can be through the laborious process of CV scanning.

 

STAGES IN RECRUITMENT STAGES IN RECRUITMENT

Position OpeningPersonnel Requisition ProcessPersonnel Requisition FormHR CVs Screening ProcessTechnical CVs ScreeningInterviews Scheduling Interviews Calendar and arrangementsIntervieweeInterview Feedback and Follow upsInterview Evaluation Sheet

TYPES OF EMPLOYMENTTYPES OF EMPLOYMENT

Contract (Part Time Consultants/employees, Full time Consultants/employees)

Intern

Permanent

TRAINING AND DEVELOPMENTTRAINING AND DEVELOPMENT

Keeping workers’ skills up to date and job relevant; important training approaches include coaching and mentoring.

Coaching:An experienced person offers performance advice to a less experienced person.

Mentoring:Assigns early career employees as proteges to more senior ones.

COMMON JOB RESPONSIBILITIES COMMON JOB RESPONSIBILITIES JDs JDs

Full lifecycle application development.Designing, coding and debugging applications in various software languages. Software analysis, code analysis, requirements analysis, software review, identification of code metrics, system risk analysis, software reliability analysis.Object-oriented Design and Analysis (OOA and OOD).Software modeling and simulation.Front end graphical user interface design.Software testing and quality assurance.Performance tuning, improvement, balancing, usability, automation. Support, maintain and document software functionality.Integrate software with existing systems.Evaluate and identify new technologies for implementation.Project Planning and Project Management.Maintain standards compliance.Implement localization or globalization of software.

COMPENSATION, BENEFITS, and COMPENSATION, BENEFITS, and JOB ANALYSISJOB ANALYSIS

Evaluate job positions, determining classification, exempt or non-exempt status, and salary.Ensure company compliance with federal and state laws, including reporting requirements.Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programs.Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.Provide advice on the resolution of classification and salary complaints.Prepare occupational classifications, job descriptions and salary scales.

Continued….Continued….Assist in preparing and maintaining personnel records.Prepare reports, such as organization and flow charts, and career path reports.Administer employee insurance, pension and savings plans, working with insurance brokers and plan carriers.Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.Develop, implement, administer and evaluate personnel and labor relations programs, including performance appraisal, affirmative action and employment equity programs.Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.

COMPENSATION & BENEFITSCOMPENSATION & BENEFITS

Compensation is a systematic approach to provide monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.

COMPENSATION SYSTEMCOMPENSATION SYSTEM

NetSol does not posses any specific software e.g. HAY SYSTEM for its compensation system and the compensation strategies and policies are designed mutually by the higher management and the SVP of the HR department and the head of compensation department on the yearly basis. The salary or other incremental plans are made every year after discussing the targets for the new year as well as by monitoring the past achievements.As a universal practice the compensation system can be divided into two broad categories namely Intrinsic compensationExtrinsic compensation

CORE COMPENSATIONCORE COMPENSATION

Base payCommissions Overtime Pay only for sweepers, office boys, drivers and security guardsBonuses, Profit Sharing, Merit Pay Stock Options Travel/Meal/Housing Allowance Benefits including: dental, insurance, medical, vacation, leaves, retirement, taxes

BASE PAYBASE PAY

Base pay of two individuals who work on the same post can vary based on the difference of competency level of the two individuals. This base pay than serves as the ground level for determining the utilities (which is 10% of base pay) and house rent (40 % of base pay) for any specific individual.

 

GROSS SALARYGROSS SALARY

Base Pay is 2/3 of Gross salary House Rent is 40% of basic salaryUtilities are 10% of basic salary

Net salary = Gross salary less Arrears

LEGALLY REQUIRED BENEFITSLEGALLY REQUIRED BENEFITS

1) MEDICAL REMBIURSMENTS2) LEGALLY REQUIRED BENEFITS

a) Group life Insuranceb) Permanent Employment c) Leavesd) Employees old age benefits institute EOBIe) Minimum wage actf) Provident fundg) Workers health and safety at NetSolh) Working hoursi) Social security

FRINGE BENEFITSFRINGE BENEFITS

Besides the monetary rewards that are offered by NetSol it also offers a variety of the non monetary rewards a glimpse of all these is given as under,Pick n drop (for female staff)GymDaycare CentreTours (recreational visits to hilly areas)Dinners/Sports gala

PERFORMANCE MANAGEMENTPERFORMANCE MANAGEMENT

Performance appraisals are conducted on every 06 months basis. Mid year salary increments and promotion can be done on the basis of any previous commitment and performance during the period. Reports are formed, analysis work is done.

PERFORMANCE APPRAISAL ‘S PERFORMANCE APPRAISAL ‘S OBJECTIVESOBJECTIVES

Employees are appraised on half yearly basis to check their current progress.Training needs of employees are identified for their career development.Need for compensation and reward is highlighted.

EMPLOYEE SATISFACTIONEMPLOYEE SATISFACTION

The employee’s satisfaction is catered in the following waysEmployee Job Satisfaction SurveysMarket Surveys

Salary Structure Benefits/PerksWorking EnvironmentGrowth TrendsJob SecurityDemand and Supply Analysis of ResourcesCompetitor’s SWOT Analysis

CONCLUSIONCONCLUSION

This is the essence of the information we managed to get from NetSol and form our project i can conclude that NetSol has quite a well established compensation system although we could not get information about the way in which internal consistency is achieved by the organization nor about the

strategies for building competitive pay structures yet we have worked on the information that was provided to us by

complete commitment

ANY QUESTION???ANY QUESTION???