ufone hrm report

7/23/2019 UFONE HRM Report

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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

Hailey College Of Banking & Finance 2


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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

Hailey College Of Banking & Finance ,-


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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#.

Hailey College Of Banking & Finance ,,


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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

Hailey College Of Banking & Finance ,2


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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

Hailey College Of Banking & Finance 2-


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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.

Hailey College Of Banking & Finance 2,


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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


30/44

employee have to showconsistent performance to win reward ne't time.



31/44Hailey College Of Banking & Finance 3,


32/44

(ompensation Responsibilities of Ufone

HR &epartment

http://www.vustudents.ning.com/http://www.vustudents.ning.com/http://www.vustudents.ning.com/http://www.vustudents.ning.com/


33/44

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



34/44

"!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+



35/44

)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+



36/44

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


37/44

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?

Hailey College Of Banking & Finance 4,


42/44

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?

___________________________________________________________________________

___________________________________________________________________________

ufone hrm report

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