HUMAN RESOURCE MANAGMENT

Presented to:Prof. Shakoor Rizvi

Presented by:

Group # 7

GROUP MEMBERS

MADIHA IRUML1S07BBAM2075

SOFIA IZHARL1S07BBAM2052

ANAM ASLAML1S07BBAM0124

MARIUM HASANL1S07BBAM0051

LAYOUT

• COMPANY• INTRODUCTION TO HRM• RECRUITMENT & PLACEMENT• TRAINING & DEVELOPMENT• COMPENSATION• EMPLOYEE RELATION• CONCLUSION• RECOMMENDATIONS

COMPANY PROFILE

• It was fully owned subsidiary of PTCL• Commenced operations in January

2001• 26% shares Emirates

Telecommunication Corporation (Etisalat).

• The registered name is PTML, Ufone is the brand name of the service.

MISSION STATEMENT

“To be the best cellular option for

U”

VISION STATEMENT

“To be the quality cellular service provider of choice using sound

business practices while enhancing the quality of life of the community and providing a

strong return for our stakeholder”

ENVIRONMENT

• CULTURE• VALUES

» Teamwork» Integrity Mutual Respect» Creativity» Empowerment

• PEOPLE

UFONE GROWTH- OUR CUSTOMERS

CELLULAR MARKET SHARE

NETWORK- COVERAGE

NWFP

UPPER PUNJAB

LOWER PUNJAB

SINDH & BALOCHISTAN

1254

657

962

1455

4328TOTAL

UFONE’S OBJECTIVES

• To provide Affordable services• Network throughout Pakistan• Best Coverage• Advanced service

HIERARCHY

DEPARTMENTALIZATION

• Marketing Department• Finance Department• Human Resource Department• Customer Care Department• Information System Department• Engineering Department• Administration Department• Auditing Department

INTRODUCTION TO HRM

HRM at Ufone

Currently there are over 1500 employees working in Ufone nationwide.

Ufone believes that

"Their people are their greatest asset”

Ufone focuses on HR Development & its HR team ensures

• Collaborative and mutually supportive work environment

• Performance Management and Reward Systems

• Recruitment & Selection policy• Training & Development of

employees• Compensation & Benefit plan

STRATEGIC PLANNING

SWOT ANALYSIS

THREATS

STRENGTHS

OPPORTUNITIES

WEAKNESSES

RECRUITMENT & PLACEMENT

JOB ANALYSIS

• Job description • Job specification • Requirements, duties,

responsibilities, education, skills etc• Job Analysis form

JOB ANALYSIS

Methods used to conduct job analysis:1. Interviews

» Individual interview» Panel interview

2.Direct Observations

JOB ANALYSIS

JOB DESCRIPTION

Ufone job descriptions mainly includes:-• Job title• Duties to be performed• Distinguishing characteristics of the job• Authorities and responsibilities of

jobholder required etc.

RECRUITMENT AT UFONE

Recruitment is done in Ufone include both:

• Internal Recruitment • External Recruitment

RECRUITMENT AT UFONE

INTERNAL RECRUITMENT

• Promotion• Job posting for any vacant position• Rehiring

RECRUITMENT AT UFONE

EXTERNAL RECRUITMENT

• Employment agencies• Referrals• Advertising via Internet (careers @

Ufone)• Internship• College recruiting

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. Screening2. Employment Test 3. Employment Interview4. Job Offer5. Medical Test6. Reference checks

INTERVIEW

At Ufone managers use all three types of

interview in the work setting:

• Appraisal interview• Selection interview• Exit interview

SELECTION INTERVIEW• Selection interviews on the basis of content:

»Situational interview»Job related interview

• Selection interviews on the basis of administration:

»Personal or Individual interview»Unstructured sequential interview»Panel interview

TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENTORIENTATION OF EMPLOYEE:At Ufone orientation plan covers the following points:

• Visits to different department 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 APPRAISALAppraisal Method:

“Management by Objective (MBO)”

Ufone philosophy Impact is no longer about

counting heads;it’s about making each “Head” count

PERFORMANCE APPRAISALFEEDBACK

“360-Degree” feedback is conducted. It not only contains opinion from the

immediate supervisor and subordinates but also from

customers and manufactures.

MANAGING CAREER• Career Development

»On the job training» Apprenticeship

• Promotion»Competence rule»Vertical

• Transfers»Roots»Performance »Bigtown-smalltown

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 SERVICESEMPLOYEES MOTIVATION

Employees are motivated at Ufone by conducting events such as

• Annual employee day• Birthday celebration

BENEFITS AND SERVICESLeave Policy

Top level managers

Middle level managers

Annual leaves

30 days -

Medical leaves

- 10 days

Casual leaves

- 10 days

BENEFITS AND SERVICES

Flexible Benefits Program

•Cafeteria•Gym•TV lounge•Sports club•Exertion trip

BENEFITS AND SERVICES

Retirement Benefits

•Age of 55 – 58 years•Provident fund •Gratuity

EMPLOYEE RELATIONS

ETHICS,JUSTICE & FAIR TREATMENT

• Ethics and fair treatment at work:» Rules and regulations »Ethical behavior at work

• Ethics, fair treatment and justice:» Promotion and Transfer decisions» Justifications and reasons » Comparison of Performance and

Capabilities data » Encouragement and Motivation

ETHICS,JUSTICE & FAIR TREATMENT

ETHICS POLICIES AND CODES

• The organization culture»Friendly culture »Friendly environment »Sports club, gyms, recreational trips

etc.

• The Manager’s roles»Clarify expectations »Provide physical support»Organize rites and ceremonies

ETHICS,JUSTICE & FAIR TREATMENT

• Role of HR Management in fostering ethics and fair treatment

»Hire more ethical people »Complaints»Rewards

• Managing dismissals»Written warning» Dismissal

CONCLUSION

RECOMMENDATIONS

• Decentralized organization• Enterprise resource planning (ERP)• Job rotation• More and more Incentives• Proper orientation• Integrated Departmentalization• Overtime compensation