final ufone ion

8/8/2019 Final Ufone ion

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COMPANY INFORMATION

INTRODUCTION


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ENVIRONMENT


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To become the best cellular option available in the country

for you.

MISSION STATENMENT


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A strong focus will be on maintaining high quality of service,

which is always a benchmark of Ufone, increasing usage and

exploring new revenue streams on value added services, marketvisibility through various market initiatives to fulfill subscribers

satisfaction and demand and above all to increase the value

VISION STATENMENT


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yTo provideAffordable services

y

Network throughout Pakistan:yBest Coverage:

yAdvanced Services:

COMPANY OBJECTIVES


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Board Of Directors

CEO

Project Director

Marketing

&

Sales

FinanceInformation

System

Customer

CareEngineering

Quality

Assurance

Business

Unit

Khi/Lhr/Fsd

HR

&

Admin

HIERARCHY


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CORE FUNCTIONS OF HRD


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Human Resource Department At

Ufone

HR Department

Training

&

Developme

nt

Outsource

Operation

HR

Operations


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Senior Manager HR

HR Manager

Assistant Manager HR

HR Executive

Senior HR Executive


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FUNCTIONS OF HUMAN RESOURCE DEPARTMENT

y HiringAnd Firing Policy

y Leave Policy

y WorkingHours Policyy Retirement Policy

y Performance Evaluation

y T

rainingPol

icyy Career Counseling

y GrievanceManagement


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FORMULATION AND IMPLEMENTATION OF POLICIES


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DECISION MAKING AND PLANNING


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JOB ANALYSIS

y Interviews

y

Direct Observationsy Industry Patterns For Benchmark Jobs


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JOB DESCRIPTION

y

Job titley Duties to be performed

y Distinguishing characteristics

the joby Authorities and responsibilities

of jobholder


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HIRING POLICY

Internal Recruitment

External Recruitment


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SELECTION CRITERIA

EducationExperience

Performance in the previous work

Domain knowledgeAbilities


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SELECTION PROCESS

yScreening interviews

y

Employment interviewyEmployment test

yMedical test

yReference checkyJob offer


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EMPLOYEE ORIENTATION


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PROBATION PERIOD


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FIRING POLICY

yPerformance based

y

Tardiness in work


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WORKING HOUR POLICY


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LEAVE POLICY

y Annual leaves which are 20

y Medical Leaves are 8

y And the casual leaves are 10


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TRAINING POLICY

y Conducting NeedsAssessment

Organizational analysis

Person analysis

Task analysis

y Creating a Learning Environment

y

Selecting Training MethodsIn house training program

On the job training program

External training program


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y Presentation techniques

y Classroom Instruction

y Distance Learning

y Audiovisual Techniques

SELECTING TRAINING TECHNIQUE


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TRAINING EVALUATION METHOD

y Post-training test

y Post training surveyy Post training performance evaluation


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PROMOTION POLICY


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PERFORMACE EVALUATION

yGoals

y

ObjectivesyBenchmark


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REWARDS

yFinancial Rewards

yNon financial rewards


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COMPENSATION SYSTEM

y Minimum wage

y Overtime

y

Merit payy Equal employment

opportunities Merit pay

y Individual incentives

y Profit sharing


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BENEFITS

y Paid time off

y Vacations

y Holidays

y

Tuition Reimbursementy Pension Plans

y Health Insurance

y Death Benefit

y SalaryAdvancey ServiceAwards

y Provident Funds

y Conveyance allowance


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JOB SECURITY


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CAREER PLANNING


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MOTIVATION


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HEALTH AND SAFETY ISSUES


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HUMAN RESOURCE INFORMATION

SYSTEM


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GRIEVIANCE MANAGEMENT


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RETIREMENT

y Pre-Retirement Socialization:

y Early Retirement Programs:


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Conclusion and recommendation

y Improvise the HR process

y Shift to be an employee oriented company as well

motivationy Have a more professional attitude

y Training free of condition

y Redesign of payroll process

final ufone ion

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